Does emotional intelligence and empowering leadership affect psychological empowerment and work engagement?

Alotaibi, Saad M.; Amin, Muslim; Winterton, Jonathan

doi:10.1108/lodj-07-2020-0313

Cited by 84 publications

(101 citation statements)

References 112 publications

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“…That is, the higher the emotional intelligence possessed by employees, the higher the employee's work engagement. This study results support previous researches on the relationship of emotional intelligence towards work engagement conducted by Alotaibi et al (2020), Liu & Cho (2018), Zhu et al (2015), Tohemer (2020), Toyama & Mauno (2017), and Karimi & Karimi (2016). These previous researches concluded that emotional intelligence has a positive and significant effect on work engagement.…”

Section: Emotional Intelligence Towards Work Engagementsupporting

confidence: 90%

“…Employees who have a higher level of emotional intelligence will tend to show a high level of work involvement. It is in line with research by Zhu et al (2015), Alotaibi et al (2020), Liu & Cho (2018), which suggests that there is a significant relationship between emotional intelligence and work interactions.…”

Section: The Effect Of Emotional Intelligence On Work Engagementsupporting

confidence: 90%

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The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

Muafi

Marseno

2021

IJBES

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This study aims to examine the effect of work-life balance and emotional intelligence on organizational intelligence through work engagement. This quantitative research was conducted by distributing questionnaires to 118 employees of Kebumen Branch and Unit of BRI Bank using a purposive sampling method. The data analysis used was Structural Equation Modeling (SEM) using second-order confirmatory with the help of SmartPLS 3.0 application. The results showed that; (1) work-life balance has a positive and significant effect on work engagement, (2) emotional intelligence has a positive and significant effect on work engagement, (3) work-life balance has a positive and significant effect on organizational commitment, (4) emotional intelligence has a positive and significant effect on organizational commitment, (5) work engagement has a positive and significant effect on organizational commitment, (6) work engagement plays a role in mediating the effect of work-life balance on organizational commitment (7) work engagement plays a role in mediating the effect of emotional intelligence on organizational commitment of employees of Kebumen Branch and Unit of PT Bank BRI.

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Section: Emotional Intelligence Towards Work Engagementsupporting

confidence: 90%

Section: The Effect Of Emotional Intelligence On Work Engagementsupporting

confidence: 90%

The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

Muafi

Marseno

2021

IJBES

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“…The results indicate that workers with higher EI have higher job satisfaction, higher organizational commitment, and are less likely to change jobs. Another recent study has found statistically significant positive relationships between EI, empowering leadership, psychological empowerment and work engagement [14]. This finding suggests that EI training of health workers to improve psychological empowerment and work engagement could help their organisations to improve their relationships with patients, provide better care, and reduce staff turnover.…”

Section: Introductionmentioning

confidence: 91%

“…There is a significant relationship between psychological empowerment and work engagement. Alotaibi et al [14] investigated the role of EI and empowering leadership (EL) in improving psychological empowerment and work engagement. They found significant positive relationships between EI, EL, psychological empowerment and work engagement, suggesting that EI is a good predictor of EL and psychological empowerment, while EL supports work engagement.…”

Section: Introductionmentioning

confidence: 99%

Emotional intelligence: predictor of employees’ wellbeing, quality of patient care, and psychological empowerment

et al. 2021

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Background The study explored the role of emotional intelligence (EI) on employees’ perceived wellbeing and empowerment, as well as their performance, by measuring their quality of care. Methods The baseline data for the present project was collected from 78 staff of a Victorian aged care organization in Australia. Self-administered surveys were used to assess participants’ emotional intelligence, general well-being, psychological empowerment, quality of care, and demographic characteristics. The model fit was assessed using structural equation modelling by AMOS (v 24) software. Results The evaluated model confirmed that emotional intelligence predicts the employees’ psychological empowerment, wellbeing, and quality of care in a statistically significant way. Conclusions The current research indicates that employees with higher EI will more likely deliver a better quality of patient care. Present research extends the current knowledge of the psychological empowerment and wellbeing of employees with a particular focus on emotional intelligence as an antecedent in an under-investigated setting like aged care setting in Australia.

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“…Individuals who belong to relatively high uncertainty–avoidance cultures are less comfortable with ambiguity or uncertainty and therefore display a high preference for precision, predictability and clear guidance (Hofstede et al , 2010). In the workplace, managers are likely to avoid uncertainty by providing stability for their subordinates and establishing more formal, detailed rules (Alotaibi et al , 2020; Andreassi et al , 2014). Employees tend to be less ambitious, more risk-averse and see job insecurity as threatening (Adler, 1993; Hauff et al , 2015).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Revisiting the moderating role of culture between job characteristics and job satisfaction: a multilevel analysis of 33 countries

Tan

Amin

et al. 2021

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PurposeThis paper aims to address how national culture moderates the relationship between job characteristics and job satisfaction.Design/methodology/approachThe authors examine the most recent data collected from the International Social Survey Programme (ISSP) in 2015 from a group of 33 countries. Hofstede's cultural model is used to represent and measure national culture.FindingsOne of the most significant findings from the authors’ two-level regression analysis is that having an interesting job contributes more to job satisfaction in individualistic countries than in collectivist countries. The authors also find that the newly introduced cultural dimension indulgence vs restraint has some significant moderating effect on the relationship between job security, salary, the perceived interest of a job and job satisfaction. Job security also seems to contribute less to job satisfaction in societies that are long-term oriented.Practical implicationsThis study provides further support for a more careful, nuanced examination of job motivation theories. Multinational companies should understand the needs of their employees and diversify their compensation packages accordingly. More attention should be paid to job design in individualistic or indulgent-oriented countries to create a satisfying job experience.Originality/valueThe authors examine the most recent data from ISSP and extend the literature by incorporating two additional cultural dimensions from Hofstede's model as moderators.

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Does emotional intelligence and empowering leadership affect psychological empowerment and work engagement?

Cited by 84 publications

References 112 publications

The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

The effects of work-life balance and emotional intelligence on organizational commitment mediated by work engagement

Emotional intelligence: predictor of employees’ wellbeing, quality of patient care, and psychological empowerment

Revisiting the moderating role of culture between job characteristics and job satisfaction: a multilevel analysis of 33 countries

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