An Investigation of Relationship among Emotional Intelligence, Organizational Commitment and Job Satisfaction: Evidence from Academics in Brunei Darussalam

Abstract

Emotional Intelligence (EI) is emerging paradigm discussed and researched widely within the domain of organizational behavior and leadership research continuum in the workplace. This has further been recognized as an effective tool along with organizational commitment (OC) in assessing the job satisfaction. Keeping in view the relative importance and the potential of these two domains; EI and OC to the job satisfaction among academics, this pioneering study was conducted among the 90 academic staff of a technical university in Brunei Darussalam. The study using survey methodology aims not only to establish empirical evidence of examining academics' relationship between EI, and OC but also to find out their level of job satisfaction. The result indicates that two out of seven dimensions of EI and effective component of organizational commitment strongly predict the job satisfaction. The results are discussed and recommendations are made based upon the data analysis and conclusion.

Role of Emotional Intelligence on Employee Engagement: A Study among Indian Professionals

“…In general, however the study establishes role of emotionally intelligent individuals as capable of showing more vigor, dedication and absorption. These findings are in line with earlier studies where emotional intelligence positively impacted job satisfaction organizational commitment and job attitudes (Carmeli, 2003, Petrides & Furham, 2006Li, Ahlstrom & Ashkanasy, 2010;Brunetto, Teo, Shacklock, & Wharton, 2012;Shooshtarian, Ameli, Aminilari, 2013;Seyal & Afzaal, 2013). The results echo that frequently experienced chaotic emotions have been seen as reducing an individual's well-being and generating job burnout (Maslach, Schaufeli, & Leiter, 2001).…”

The Impact of Job Attitudes on Private Correctional Staff's Continuance and Affective Organizational Commitment

“…It is simply the level of bond formed by the person with the employing organization (Lambert & Hogan, 2009;Meyer, Allen, & Smith, 1993). There is difference in the literature on the type of bond formed to the organization, with continuance and affective commitment representing different types of bonds (Allen & Meyer, 1990;Seyal & Afzaal, 2013).…”

“…This form of commitment has the core elements of loyalty to the organization, identification with the organization (i.e., pride in the organization, internalization of organizational goals, and acceptance of core organizational values), and involvement in the organization (i.e., personal effort made for the sake of the organization; Mowday et al, 1982;Seyal & Afzaal, 2013). As indicated by the social exchange theory, this form of commitment arises because of positive work experiences that allow the worker to see the organization in a favorable light (Colquitt et al, 2013).…”

The impact of emotional intelligence on conflict management styles used by jordanian nurse managers

“…The Genos 31-items has been used in many studies with large workplace samples across the United States, Canada and Australia (Brown, Williams, & Etherington, 2016). It was also used by Jayawardena and Gregar (2014), Kumar and Sharma (2012), Langenhoven (2015) and Seyal and Afzaal (2013). The reliability of the instrument subscales is above 0.70, which is considered good reliability for the instrument (Palmer, Stough, Harmer, & Gignac, 2010).…”