Abstract
Can Emotional Intelligence Be Fostered? The Perspective of Social Learning Theory.
Highlights
Many studies are investigating how to improve employee positive behavior (Huang et al, 2021, 2022; Zhu et al, 2021)
This paper proposes a possible relationship that leaders can increase employees’ emotional intelligence as they learn from leaders, opening the black box between these two variables
This paper proposes that emotional intelligence should affect job performance and Emotional Resource Deficient Behavior, as more resources should lead to higher job performance (Huang et al, 2022) and lower Emotional Resource Deficient Behavior (Zeng et al, 2020)
Summary
Many studies are investigating how to improve employee positive behavior (Huang et al, 2021, 2022; Zhu et al, 2021) These studies ignore the changing perspective of emotional intelligence and instead employ a trait perspective of emotional intelligence (Agnoli et al, 2019; Alegre et al, 2019; Kun et al, 2019) to examine its impact on positive employee behavior, including well-being, job satisfaction and trust (Knight et al, 2015; Di Fabio and Kenny, 2016; Peláez-Fernández et al, 2021). Emotional intelligence refers to people’s ability to use and regulate emotions and to evaluate other people’s and self-emotions (Salovey and Mayer, 1990). Emotional intelligence is the ability to manage emotions so that these employees can use these emotional resources for their own benefit (Salovey and Mayer, 1990). Nelis et al (2009) found that emotional intelligence can be cultivated through education and training, thereby supporting a change in perceptions of emotional intelligence
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