Employee emotional intelligence, organizational citizen behavior and job performance: a moderated mediation model investigation

Abstract

PurposeEmotional intelligence (EI) affect behavior and thinking patterns are linked to physical and mental health, employee interpersonal relationships and job performance. Regarding individual EI, workplace employees expect high organizational support with positive employee relations, because they regard employee relations as a perceived support from the organization, which reflects a positive organization's citizenship behavior. Thus, in terms of human resource management, enhancing organizational citizen behavior can ensure that employees continue to improve job performance by maintaining a positive psychological state and employee relations.Design/methodology/approachUsing a questionnaire survey and structural equation modeling, this study aims to investigate the relationships between EI, psychological capital, job performance, organizational citizenship behavior (OCB) and perceived organizational support. The research subjects (N = 536) were in life insurance companies in Taiwan.FindingsThe results showed that psychological capital plays a mediating role in the effect of EI on OCB. Perceived organizational support is used to determine the existence of the effect of moderated mediation in the proposed research model.Originality/valueThis is the first study to find that the indirect effect of EI on organizational citizen behavior through psychological capital is stronger when there are higher levels of perceived organizational support than when there are lower levels of perceived organizational support. In addition, in terms of employee relation development, employee perceived organizational support from organizations is a critical influence which bridges employees' EI and organizational citizen behavior through psychological capital on the human resource management.

Faktor-Faktor Yang Mempengaruhi Job Performance Pada Perusahaan Freight Forwarder Di Jakarta

“…Menurut penelitian yang dilakukan oleh (Liao et al, 2022), Job performance dapat dipengaruhi oleh emotional intelligence, dan psychological capital. Sementara menurut (Alwali & Alwali, 2022) selain emotional intelligence, transformational leadership dan job satisfaction juga turut mempengaruhi tingkat job performance seorang karyawan.…”

“…Studi (Dirican & Erdil, 2020) menyatakan bahwa jika karyawan memahami, mengontrol, dan memanfaatkan emotional intelligence mereka dengan baik, maka akan menciptakan lingkungan kerja yang positif dan meningkatkan kinerja organisasi secara signifikan. Pernyataan tersebut sesuai dengan penelitian (Liao et al, 2022) yang menunjukkan bahwa emotional intelligence memiliki pengaruh langsung terhadap job performance dan emotional intelligence berhubungan secara positif dan signifikan dengan job performance (Alwali & Alwali, 2022).…”

“…Studi (Bozionelos & Singh, 2017) menunjukkan bahwa emotional intelligence yang baik membawa manfaat yang cukup besar bagi job performance. Berdasarkan penelitian (Liao et al, 2022) menyatakan bahwa emotional intelligence memiliki pengaruh langsung terhadap job performance dan emotional intelligence berhubungan secara signifikan dan positif dengan job performance (Alwali & Alwali, 2022), maka hipotesis yang diajukan yaitu: H1: Terdapat pengaruh positif signifikan antara emotional intelligence terhadap job performance Studi (Liao et al, 2022) menunjukkan bahwa psychological capital dengan job performance memiliki hubungan positif dan signifikan. Karyawan yang memiliki level psychological capital yang tinggi akan memiliki ekspektasi positif, kepercayaan diri pada kemampuan mereka, peningkatan upaya, sehingga memiliki pengaruh terhadap job performance, maka hipotesis yang diajukan yaitu: H2: Terdapat pengaruh positif signifikan antara psychological capital terhadap job performance Job satisfaction adalah konstruksi yang signifikan dalam psikologi organisasi (Miao et al, 2016).…”

“…Variabel yang diteliti yaitu emotional intelligence, psychological capital, job satisfaction dan job performance. Pengukuran emotional intelligence dan psychological capital menggunakan instrumen penelitian dari (Liao et al, 2022), item pernyataan untuk job satisfaction diukur menggunakan instrumen penelitian dari (Jang et al, 2022) dan pengukuran Job performancemenggunakan item pernyataan dari Individual Work Performance Questionnaire (IWQP) yang sudah diadaptasi ke Bahasa Indonesia oleh (Widyastuti & Hidayat, 2018). Keseluruhan jawaban responden terhadap setiap indicator atau item pernyataan diukur dengan menggunakan skala likert yaitu Sangat Setuju, Setuju, Cukup Setuju, Tidak Setuju, dan Sangat Tidak Setuju.…”

Perceived organizational support and organizational citizenship behavior–A study of the moderating effect of volunteer participation motivation, and cross-level effect of transformational leadership and organizational climate

“…In fact, a manager’s leadership style has a decisive effect on how employees behave ( Shofiyuddin et al, 2021 ). Studies have shown that by enhancing group identification and cohesion, an organization’s leader can trigger employees’ OCB by creating a positive organizational climate ( Kao, 2017 ; Liao et al, 2022 ). Organizations can also use various formal and informal systems to create a good atmosphere and shape employees’ positive thinking and motivation for more OCB ( Schmidthuber and Hilgers, 2019 ).…”