The Influence of Emotional Intelligence on Job Burnout and Job Performance: Mediating Effect of Psychological Capital.

Zhun Gong,Yuqi Chen,Yayu Wang

doi:10.3389/fpsyg.2019.02707

Abstract

How does emotional intelligence (EI) affect job performance and job burnout? Direct or indirect? What role does psychological capital play? This study surveyed 450 employees of various enterprises through questionnaires. Results are as follows: (1) Employees’ EI has a positive predictive effect on psychological capital and job performance, and it is negatively correlated with job burnout; (2) psychological capital has a negative predictive effect on job burnout and a positive predictive effect on job performance; and (3) psychological capital plays a mediating role in the relationship between EI and job burnout/performance. Results of this study may contribute to develop EI theories in organizational behavior field. As for enterprises, improving the EI of employees will help to improve their psychological capital, and high psychological capital will lead to positive job performance and less job burnout.

Highlights

In contemporary society, the economy is developing rapidly, competition tends to grow, and organizational performance is one of the most important indicators of how to develop ever better in the face of global competition
The purpose of this paper is to explore the role of psychological capital, which played a mediating role in the relationship between emotional intelligence (EI) and job burnout
The research tools used in this study were revised according to previous studies; this study used AMOS23.0 to carry out the confirmatory factor analysis (CFA) of the scale

Summary

Introduction

The economy is developing rapidly, competition tends to grow, and organizational performance is one of the most important indicators of how to develop ever better in the face of global competition. As a profit-making organization, improving organizational performance is the most important mission of enterprises. When enhancing the organizational performance of enterprises, the workload and work pressure of employees will be increased. The results of a study showed that “Job burnout can lead to apathy toward others, have a negative impact on the individual, and have a negative impact on the organization” (Sharma and Sharma, 2015). In this context, a key to the development of enterprises is reducing employees’ job burnout and improving their job performance

Objectives

Methods

Results

Discussion

Conclusion