Abstract
The present study aims to review the existing literature relating to Emotional Intelligence (EI), Work-Life Balance (WLB), and work-related well-being in order to build a model depicting relationships between these variables. For this, various theoretical and empirical studies, which specifically addressed these variables, were examined to build arguments and propositions. These arguments lead us to propose that EI is a vital construct that impacts WLB and various dimensions of work-related well-being, which are, job satisfaction, work engagement and job stress. Further, it suggests that WLB mediates the relationship between EI and work-related well-being. Thus, the paper presents a mediation model depicting linkages between these three variables. It builds an integrative model which will help theorists and researchers to extend literature on work-related well-being and will assist organisations in designing their human resource policies and practices.
Highlights
The expression ‘emotional intelligence’ has become analogous to mental health and happiness
In a survey titled ‘Understanding Work Life Balance' conducted on 2000 Indian professionals, it was found that 67% of them think about their work when they are not at work and more than 50% of professionals have an average to terrible Work-Life Balance (WLB) (Basu, 2019)
The EI concept gained limelight through Goleman’s (1995) book titled Emotional Intelligence: Why it can matter more than IQ? in which he explained why so many people with high Intelligence Quotients (IQs) are seen working for people with average IQs and validating that the smartness of individuals may have nothing to do with their IQ scores
Summary
The expression ‘emotional intelligence’ has become analogous to mental health and happiness. In a survey titled ‘Understanding Work Life Balance' conducted on 2000 Indian professionals, it was found that 67% of them think about their work when they are not at work and more than 50% of professionals have an average to terrible WLB (Basu, 2019) It is a well-known fact that WLB contributes to employee health and well-being and helps reduce stress and prevent burnout in the workplace (Zheng et al, 2015). Salovey and Mayer (1990) devised the term ‘Emotional Intelligence’ and described it as “a form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions” The EI concept gained limelight through Goleman’s (1995) book titled Emotional Intelligence: Why it can matter more than IQ? in which he explained why so many people with high Intelligence Quotients (IQs) are seen working for people with average IQs and validating that the smartness of individuals may have nothing to do with their IQ scores
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