Emotional Intelligence and Its Relationship to Employability Skills and Employer Satisfaction With Fresh Engineering Graduates

Abstract

The purpose of this research paper is to understand the role of employability skills and emotional intelligence toward employer satisfaction in recruiting fresh information technology engineering graduates from institutions of higher learning in India. Using a structured questionnaire, the study surveyed 507 employers from the information technology sector companies in India, who as recruiters conduct campus placement drives across various engineering schools in the country. An application of structured equation modeling to the data revealed emotional Intelligence partially mediates in the relationship between employability skills and employer satisfaction while recruiting these fresh engineering IT graduates. The finding of the study will be supportive for the students, academicians and practitioners in recognizing the need of soft skills for making young engineering graduates employable.

New Needed Quality Management Skills for Quality Managers 4.0

“…The skills which are important today will cease to be so in the future and it is expected that the workforce must possess new skills in the domain of information technology, data analytics, etc. A higher percentage of the actual and new jobs will give importance to cognitive abilities and system skills over physical abilities while defining core work-related skill sets [20], where emotional intelligence and its relationship to employability skills can play an important role [63]. But the skills gap across all industries are poised to grow in the so-called "Fourth Industrial Revolution."…”

Antecedents of Emotional Intelligence: Perceived Organizational Support Impact on Ambidextrous Behavior of Standalone Business School Faculty

“…In a volatile, uncertain, complex, and ambiguous (VUCA) world, there is a dire need to manage the organizational ambidexterity by the employees at the workplace to cope with the change [18][19][20]. Ambidexterity is defined as "an organization's ability to be aligned and efficient in its management of today's business demands while simultaneously being adaptive to changes in the environment" [21][22][23].…”

“…Organizational rewards and working conditions boost faculty performance. Retaining the challenge, adopting transformation, and achieving job satisfaction through the reward system of the organization reinforce the relationship between employee and organization [11,19,20,38]. Perceived organizational support can assist faculty to control unenthusiastic emotions efficiently and alleviate emotional tension in order to respond optimistically to disagreement events in terms of emotional management [38,44,45].…”

“…Strong working relationships should lead to good connections with the organization itself [15,16,48]. Emotional intelligence is a vital part of correlating and moderating the performance of employees [19,42].…”

“…In organizational emotion research, organizational features are the primary variables that influence human behavior. With the expression of personal emotion, faculty can influence a variety and complexity of organizational tasks [19,26,51]. In business schools, a significant approach to achieving organizational ambidexterity is faculty ambidexterity.…”