Exploring Workplace Implications of Emotional Intelligence (WLEIS) in Hospitals: Job Satisfaction and Turnover Intentions

The Effect of a Manager’s Emotional Intelligence on Employees’ Work Outcomes in the Insurance Industry in Jordan

“…Employees with high levels of EI are not only expected to control and adjust their emotions, but also to grasp the emotions of their peers. Such employees are usually more satisfied with their jobs because they are more skillful at appraising, regulating and directing their own emotions in contrast to those with a lower overall EI (Trivellas et al, 2013).…”

“…Goleman (1995Goleman ( , 1998, Sternberg (1996) and Martin (1998) claim that despite the significance of intellectual intelligence, emotional intelligence is even more important; with some boldly asserting that 80 percent of work success is attributed to EI. EI origins can be located at the concept of social intelligence (Trivellas, 2013) and is somewhat related to the concept of cultural intelligence "CQ" which is defined as an individual"s capability to behave and manage effectively in culturally diverse settings (Early & Ang, 2003). In his theory of multiple intelligences, Gardner (1983) lists interpersonal and intrapersonal intelligences that are closely related to social intelligence, and though Gardner did not explicitly use the term EI, his ideas of interpersonal and intrapersonal intelligences paved the way for the disclosure of EI.…”

“…Employees with low EI levels are lacking behind in possessing abilities to understand, regulate and manage their emotions when they are dealing with difficult and complex situations, and, as a result, they adopt unbalanced behaviors exacerbating negative feelings and reducing their job performance levels (Trivellas, 2013).…”

Influence of demographic factors and factors of job satisfaction in the processes of personnel management: prediction of staff turnover based on logistic regression

“…Comfortable working conditions are often associated with the lack of psychological pressure in a team [10]. It should be noted that the assessment of a degree of job satisfaction is more objective in the case of using surveys when an employee can independently define his emotions and mood [11].…”

“…Given above studies [1][2][3][4][5][6][7][8][9][10][11][12][13], and taking into account a variety of indicators that affect staff turnover, the use of full automation for building a predictor will lead to the loss of information. For the purpose of objective risk assessment, it is necessary to engage specialists from a human resource department at different stages of prediction.…”