Moderating Effect Of Emotional Intelligence Research Articles

The impact of middle managers' digital leadership on employee work engagement.

In the rapidly evolving digital landscape, the role of middle managers in organizational structures and processes is increasingly pivotal. Positioned at the nexus of strategic directives and operational execution, they play an important role in driving digital transformation. This study discusses the under examined domain of middle managers' digital leadership and its impact on employee work engagement in the context of digital transformation. Drawing on Social Exchange Theory, this study investigates the influence of middle managers' digital leadership on employee work engagement through the analysis of survey data from 559 respondents across 11 listed companies in Southwest China. It examines the roles of employee empowerment and affective commitment as pivotal mediating variables and investigates the moderating effect of emotional intelligence in these relationships. The study aims to elucidate the mechanisms by which middle managers' digital leadership fosters employee work engagement, highlighting the importance of emotional intelligence, empowerment, and affective commitment in this process. The study reveals that middle managers' digital leadership has a significant positive impact on employee work engagement. Employee empowerment and affective commitment serve as mediating factors in the relationship between middle managers' digital leadership and employee work engagement. Emotional intelligence moderates the effect of middle managers' digital leadership on employee empowerment. Meanwhile, emotional intelligence further moderates the chain mediating of employee empowerment and affective commitment between middle managers' digital leadership and employees' work engagement. This research offers valuable insights into the dynamics of leadership and engagement in the digital era, emphasizing the need for organizations to foster digital leadership capabilities in middle management. It provides practical implications for enhancing employee work engagement through strategic digital leadership, emphasizing the role of employee empowerment, affective commitment and emotional intelligence in adapting to digital transformation.

The joint effect of value diversity and emotional intelligence on team creativity: evidence from Vietnam

PurposeThis study aims to examine the relationship between a team’s value diversity (VD) and creativity and investigate the moderating effect of emotional intelligence (EI) to explain inconsistent results regarding this relationship.Design/methodology/approachWe conducted a cross-sectional sequential study with 340 employees and tested the hypothesis in a laboratory setting with 180 undergraduate students.FindingsEI had a moderating effect on the relationship between a team’s VD and creativity in that the relationship was positive among teams with high EI. However, the relationship tended to be negative in the long term among teams with low EI.Practical implicationsManagers should pay attention to how teams benefit from VD because it can help or harm team performance. By assigning people with different EI levels into suitable teams and providing EI interventions, organizations may manage affective consequences and enjoy more benefits of cognitive consequences resulting from VD.Originality/valueNo previous study has investigated the effect of a team’s EI in the relationship between VD and team creativity. Drawing on the categorization-elaboration model of diversity and affective events theory, through the present two-study design, we obtained data from multiple sources and improved limitations in measurements of previous studies, thereby broadening the literature by highlighting the dynamic relationship between a team’s EI, VD and creativity in the Vietnamese context.

The Effect Of Leadership Qualities On Organizational Commitment Among Bureaucrats; Emotional Intelligence As A Moderator

Organizational commitment occupies a paramount position within the realm of organizational progress. The current study intended to analyze the effect of leadership qualities of bureaucrats on the organizational commitment by analyzing the moderating effect of emotional intelligence. A cross-sectional design based on survey method was induced into the study. Data were collected adopting convenience sampling from bureaucrats (n=302) serving in different administrative sectors of Pakistan. The measured instruments were three questionnaires of The Wong and Law Emotional Intelligence Scale (WLEIS), Leadership Qualities Questionnaire and Organizational Commitment Questionnaire. SPSS version 27 by applying Hayes Process Macro Model was used to analyze the data. The ultimate findings of Pearson Product Moment revealed that there is a positive significant correlation between leadership qualities, organizational commitment and emotional intelligence. The Hayes Process Macro Model unraveled the moderated effect of emotional intelligence that strengthens the congruent bond between leadership qualities and organizational commitment. By prioritizing emotional intelligence alongside leadership skills, they can foster a culture of commitment and engagement among bureaucrats.

Influence of the project managers' expertise and experience in the success of projects: the moderating effect of emotional intelligence

PurposeThe authors investigated how emotional intelligence (EI) affects the relationship between project managers' (PMgs) expertise and experience and project success for both the team and client.Design/methodology/approachThis study collected 290 valid responses from IT project managers. The results were analyzed using an ordinary least squares (OLS) regression, with Process v4.0 procedure and the Johnson-Neyman (JN) technique to assess the moderating effect of the level of EI.FindingsResults showed that moderate levels of EI can enhance the impact of PMgs' experience on the project client, while higher levels of EI are necessary to positively impact the team. Moderate levels of EI can improve PMgs' expertise impact on the project team, increasing their effectiveness in interactions with clients and other stakeholders.Practical implicationsIt is recommended to consider emotional intelligence alongside technical skills when selecting project managers to address emotional labor, stress, stakeholder management and agility. Providing EI training and experiential learning opportunities internally can improve project managers' emotional intelligence.Originality/valueThis study contributes to the literature on emotional intelligence and project management, highlighting the relationship between technical skills and emotional intelligence levels of PMgs. This research emphasizes the significance of experience and EI in project management, particularly in overseeing complex projects. Additionally, moderate levels of EI enhance PMgs' effectiveness in engaging with stakeholders closely involved in projects.

Association between work fatigue and cognitive function among Lebanese health-care professionals: the moderating effect of emotional intelligence

ABSTRACT The aim of this study was to assess the association between work-related fatigue and cognitive impairment among Lebanese health-care professionals with a closer look into the moderating role of emotional intelligence. This cross-sectional study was conducted between November 2021 and January 2022; 406 Lebanese health-care professionals were recruited through convenience sampling. Moderate analysis showed that with low levels of emotional intelligence, more physical, mental, or emotional work fatigue was significantly associated with lower cognitive function scores. These scores get better in people with moderate and high emotional intelligence for the same levels of work fatigue. Health-care workers, especially in Lebanon, are subject to a decline in their cognitive function when faced to high work fatigue loads in all its types, physical, mental, and emotional, along with the country’s stressors. Here comes the role of emotional intelligence, where for the same level of fatigue, professionals with high emotional intelligence tend to have better cognitive functioning

Impact of transformational leadership on the person-organization fit of Chinese nurses: The moderating effect ofemotional intelligence.

To explore the relationships between transformational leadership and person-organization fit, as well as to test the moderating effects of emotional intelligence. A descriptive cross-sectional study design was used to conduct an online questionnaire survey among 326 nurses in Chinese hospitals between March and June 2022. Transformational leadership, person-organization fit and emotional intelligence were measured using the Person-Organization Fit Scale, Transformational Leadership Questionnaire and Emotional Intelligence Scale. Hierarchical multiple linear regression models and simple slope analyses were used. Transformational leadership had a significant positive impact on person-organization fit. Furthermore, emotional intelligence had a conditional moderating effect on the relationship between transformational leadership and nurses' person-organization fit. Under a high level of emotional intelligence, transformational leadership had a stronger positive effect on person-organization fit, while under a low level of emotional intelligence, the relationship between the two was not significant. Transformational leadership has a positive predictive effect on person-organization fit, but this positive predictive effect is driven by conditional effect. The emotional intelligence of nurses plays a moderating role between them.

All stressors are not bad: an affect-based model of role overload – the supervisor-level antecedent of abusive supervision

PurposeExpanding on the research of the antecedents of abusive supervision, this study aims to explore supervisor role overload as a supervisor-level predictor of abusive supervision. Based on transactional stress theory, the authors investigate role overload that is appraised as a challenge or a hindrance stressor by supervisors, leading to pleasant or unpleasant feelings, respectively. The authors propose that, based on their appraisal, these feelings of supervisors act as a mediating mechanism that can facilitate or inhibit their abusive behaviour at work. Additionally, the authors posit emotional intelligence (EI) as a key moderator in helping supervisors manage the negative feelings arising from perceiving role overload as a hindrance and preventing them from demonstrating abusive supervision.Design/methodology/approachTo test the proposed moderated mediation model, the authors collected two-wave data from middle-level supervisors or managers from several organisations located in the Eastern Province of Saudi Arabia (N= 990).FindingsThe results largely support the hypothesised relationships and show that depending on supervisor appraisal, role overload can generate pleasant or unpleasant feelings in supervisors and, consequently, impede or facilitate abusive supervision. They also shed light on the moderating effect of EI, in that supervisors scoring high on EI are better equipped to deal with unpleasant feelings arising from role overload and effectively manage their workplace behaviour, that is, to avoid abusive behaviours.Originality/valueRole overload can have different impacts on employees: on the one hand, there is a potential for growth, which entails drive and enthusiasm; on the other hand, it could feel like an unsurmountable mountain for employees, leading to different forms of anxiety. Because what we feel is what we project onto others, supervisors experiencing unpleasant feelings cannot be the best leader they can be; even worse, they can become a source of negativity by displaying destructive behaviours such as abusive supervision. The corollary of something as minor as an interaction with a leader experiencing unpleasant feelings could have a ripple effect and lead to adverse outcomes for organisations and their employees. This study explores the different perceptions of role overload and the subsequent feelings coming from those perceptions as supervisor-level predictors of abusive supervision. While it is not possible to objectively put a different lens inside the minds of supervisors when they face stressors at work, to feel pleasant or unpleasant, they can be trained to manage their negative feelings and keep their behaviours in check. Particularly, training managers to be more emotionally intelligent can help them not only achieve growth by overcoming challenges at work but also acknowledge and adapt their feelings to keep their behaviours in the workplace positive. In practical terms, this research can provide organisations with the knowledge required to nip the problem of abusive supervision in the bud, as prevention is always better than cure.

군 간부의 직무 스트레스가 소진에 미치는 영향: 인지적 정서조절전략을 통한 정서지능의 매개된 조절효과

Objectives This study aimed to investigate the mediated moderation effect to confirm whether emotional intelligence moderates the effect of job stress on burnout among military officers by mediating effect of cognitive emotion regulation strategies.
 Methods The Job Stress Scale, Exhaustion Scale, Cognitive Emotional Control Strategy Scale, and Emotional Intelligence Scale were all surveyed in this study. The data collected from 359 military executives was analyzed. SPSS/WIN 25.0 was used for basic statistical processing such as descriptive statistics and correlation analysis. And the statistical results of Hayes' (2018) model 15 analysis using SPSS PROCESS MACRO V3.4 were examined using a step-by-step approach suggested by Muller et al. (2005) to verify the mediated moderating effect.
 Results In the relationship between job stress and burnout, the mediated moderating effect of emotional intelligence through the cognitive emotion regulation strategy was found to be significant. The moderating effect of emotional intelligence, in particular, was significant in the positive relationship between job stress and burnout. This moderating effect was confirmed through the mediation of cognitive emotion regulation strategies.
 Conclusions These findings explain why there is a relatively weak link between job stress and burnout in the group with high emotional intelligence because cognitive emotion regulation mechanisms are employed. In other words, the employment of positive emotion management techniques lessens the impact of work stress under circumstances of high emotional intelligence. Burnout results from not using the proper emotion regulation mechanisms for job stress in low emotional intelligence environments. This implies that improving emotional intelligence through the use of adaptive cognitive emotion regulation mechanisms is required to lessen burnout among military officers brought on by job stress.

Psychological Workplace Climate, Emotional Intelligence and Employee Well-Being in Nepali Information Technology Industry

Objectives – This paper investigates the impact of psychological workplace climate (PWC) on employee well-being (EWB). It also examines the moderating effect of emotional intelligence (EI) on the relationship of psychological workplace climate and overall employee well-being. Design/Methodology/Approach – Quantitative approach is used as a design involving a self-administrated questionnaire for data collection from 125 information technology professionals working in 7 different software development companies of Kathmandu Valley. Different analytical tools like correlation analysis, hierarchical regression, and one-way analysis of variance (ANOVA) tests are executed to test the proposed hypotheses. Findings – The results highlight the positive impact of psychological workplace climate on overall employee well-being and the moderating effect of emotional intelligence is evident in the relationships between independent and dependent variables. Practical Implications – These findings highlight that managers must consider psychological workplace climate while formulating organizational policies and strategies. It also serves as a guideline for IT managers to improve their emotional intelligence for the well-being of their employees. Originality/Value – The study depicts the high value of moderating variable - emotional intelligence and independent variable- psychological workplace climate on employee well-being, which is crucial knowledge to managers and chief executive officer (CEO) for building successful businesses.

Emotional Intelligence as a Moderator between Micromanagement Leadership and Employee Performance

Today’s businesses work in a fast-paced, uncertain, and intensely competitive environment. In such circumstances, organizations depend on their leaders for better results. Leaders use different leadership styles to accomplish their tasks and achieve success. Micromanagement is one such type of leadership style, wherein leaders are overly focused on results, staff-controlling, issues handling, and making all choices on their own. Such constant observation and supervision of employees create an impact on their performance. On the other side, leaders with high emotional intelligence try to empathize with their team members and facilitate improving their performance by giving them constructive criticism. The present study proposed a theoretical framework by investigating the influence of micromanagement leadership on employee performance, and the moderating effect of emotional intelligence on the relationship between micromanagement leadership towards employee performance. This study also emphasized the implications for leaders, employees, and organizations, thereby formulating propositions that can act as a foundation for future empirical work.

How Emotional Intelligence Moderate the Relation between Perceived Justice and Counterproductive Behaviours?

This paper aims to reveal the power of emotional intelligence in buffering employees’ negative reactions to perceived organisational injustice manifested in counterproductive work behaviours. To test the proposed relationships, a sample of 345 employees working in hospitality private sector in Cairo-Egypt was approached. Tests of between-subjects Effects and Z-score were used to test the moderating effect of emotional intelligence. The results supported the moderating effect of emotional intelligence for counterproductive work behaviours in general and to counterproductive work behaviours directed to people specifically. As expected, high emotional intelligence people are less involved in to counterproductive work behaviours even with perceived injustice. Interestingly, individuals with moderate level of emotional intelligence were found to be more involved in CWB than people with low EI when they perceive injustice. These results could have several empirical and theoretical implications.

외식 종사원의 직무환경변화가 직무불안정성, 프리젠티즘, 이직의도에 미치는 영향

The purpose of this study was to analyze the structural relationships that the changes in the job environment have on job insecurity, presenteeism, and turnover intention, and additionally to verify the moderating effect of emotional intelligence. A total of 262 Questionnaires were used for this study. This study found that: 1) The changes in job organization had a significant positive influence on job instability in The change in the job environment; 2) Job instability had a significant positive influence on presenteeism and turnover intention. The effect of presentism on turnover intention was not significant; 3) As a result of analyzing the moderating effect of emotional intelligence, the difference between the two groups was shown in the path of job instability on turnover intention. In the case of the group with high emotional intelligence, it was found that the changes in job organization had a significant positive effect on job instability, presentism, and turnover intention. This results show that when food service companies introduce new job skills and knowledges, strategies to build organizational culture through open communication and improve organizational productivity by motivating employees are important to reduce job insecurity and presentism.

Impact of Work from Home on Organizational Commitment: The Moderating Role of Emotional Intelligence

Many organizations adopted new working patterns to cope with the situation brought about by the pandemic in the year 2020. The prime objective behind this study was to investigate the potential predictor of organizational commitment during working from home while measuring the moderating effect of emotional intelligence. A quantitative approach is used to meet the objective of the research. The appropriate sample size was 200 employees of education sector and the obtained responses were examined with the usage of Smart PLS software. The study was able to bridge the gap by measuring work from home as a new working atmosphere and the results indicated there exists a notable relation between Work from Home and Organizational commitment. Moreover, the quantitative results can be generalized to the education sector of Pakistan and support the belief that working from home can be a positive change in the pre-existing working model in organizations.

객실 승무원의 직무스트레스와 직무만족의 영향관계에 관한 감성지능의 조절효과

This study was conducted to understand the moderating effects of emotional intelligence on the relationship between job stress and job satisfaction of airline cabin crews. 250 questionnaires were distributed to cabin crews of domestic airlines, and a total of 236 questionnaires were used for the final analysis to verify the hypotheses presented in this study. The results are as follows. First, it was found that job stress affects job satisfaction in the order of job characteristics, customer, and interpersonal among the job stress factors that appear in the job situation of cabin attendants. Second, regarding the moderating effects of emotional intelligence, it was found that emotion utilization and emotional regulation of the four factors of emotional intelligence had partial effects. Moderating effects were not found on personal sensibility comprehension and self sensibility comprehension. Based on the results of this study, the importance of the effect of job stress on job satisfaction during job performance in airline cabins, implications for effective management of airline human resources, and discussions for follow-up studies were presented.

Challenge stressors and learning from failure: the moderating roles of emotional intelligence and error management culture

ABSTRACT With the normalisation of innovation failure, there have been certain circumstances in which the companies have to recover quickly from failure. Drawing from the conservation of resources theory, we examine the relationship between challenge stressors and learning from failure, and the moderating effects of emotional intelligence and error management culture. With 229 sample dates from high-tech enterprises in China, we test the hypothesis by regression analysis. The results indicate that challenge stressors have an inverted U-shaped effect on learning from failure, and emotional intelligence and error management culture, respectively, moderate the relationship. Compared with the emotional intelligence, the moderating effect of error management culture is more significant. This study not only provides a fresh understanding on the relationship between challenge stressors and learning from failure but also contributes to the literature on conservation of resources theory.

Perceived Stress, Social Support, Emotional Intelligence, and Post-Stress Growth among Chinese Left-Behind Children: A Moderated Mediation Model

Background: Several previous studies have revealed a negative impact of perceived stress on post-stress growth. Nevertheless, the potential mediating and moderating mechanisms are unclear, particularly for left-behind children in China. Therefore, this study aims to investigate the negative relationship between perceived stress and post-stress growth, the mediating effect of social support, as well as the moderating effect of emotional intelligence in a sample of Chinese left-behind children. Methods: A sample of 837 Chinese students in elementary and middle school was collected for this study. The Perceived Stress Scale, the Social Support Scale, the Emotional Intelligence Scale, and the Post-Stress Growth Scale were employed to examine them. The data were analyzed using SPSS 25.0 software. Results: The results indicate a significant negative association between perceived stress and post-stress growth. Among perceived stress and social support, the former acted as a mediator, while the latter as a moderator. This study sheds light on the post-stress growth of Chinese left-behind children. The findings validated a model of moderated mediation that shows the relationship between perceived stress, emotional intelligence, social support, and post-stress growth. Conclusion: This study confirmed that social support is one of the most important factors among left-behind children, from perceived stress to post-stress growth. Furthermore, the study reveals that emotional intelligence can adjust the relationship between perceived stress and social support to post-stress growth. Therefore, for both family education and school education, the result provides a new direction.

Examining the Relationships Between Frontline Bank Employees’ Job Demands and Job Satisfaction: A Mediated Moderation Model

This study aims to fill the previous research gap by examining the relationship between job stress, work-family conflict (WFC), and job satisfaction. It also investigates the mediating effect of job burnout, through which job demands influence job satisfaction, and examines the moderating effect of emotional intelligence (EI) on these relationships through the lens of the job demands-resources (JD-R) model. The data for this study was collected from 279 respondents who were frontline employees in 14 banks in Palestine. A cross-sectional research approach was performed using a partial least squares path modeling approach. The study finds that job demands (job stress and WFC) increase job burnout. Contrary to expectations, job demands have a negative but not significant direct effect on job satisfaction. Further, job burnout reduces frontline bank employees’ job satisfaction. Regarding the mediating effect, job burnout fully mediates the relationship between job demands and job satisfaction. The findings suggest that the relationship between job stress and job burnout is stronger when EI is comparatively low. The study thus extends prior research by investigating the conditional indirect effect of job stress on job satisfaction when job burnout acts as a mediator and EI is the moderator. It contributes to the JD-R literature by providing support from the Palestinian banking sector.

Cognitive Behaviour Therapy And Relaxation Technique on Examination Anxiety among Senior Secondary School Students in the Ibadan Metropolis, Nigeria

Examination anxiety is as old as examination itself, as long as examination exist, anxiety is bound to occur. Many students often feel anxious and exhibits lots of negative emotions towards examinations. These feelings of anxiety exhibited by the students generally has deleterious effects on the students and also on their academics and personality. This study therefore examined the use of Cognitive Behaviour Therapy and Relaxation technique on examination anxiety among Senior Secondary School students in the Ibadan metropolis. The moderating effects of emotional intelligence and academic self-efficacy were also examined. A pretest-posttest control group quasi- experimental design with a 3x2x2 factorial matrix was adopted. Multi-stage sampling procedure was employed. Three local government areas were randomly selected from Ibadan metropolis. One public secondary school were randomly selected from each of the local government area. Ninety (M=37; F= 53) Senior Secondary School students SS 1 and 2 were screened for the test anxiety and were randomly assigned to the Cognitive Behaviour Therapy (30) Relaxation Technique(30) and control group(30). Treatment lasted for eight weeks for the CBT and Relaxation Technique groups. Data were analysed using Analysis of Covariance and Multiple Classification Analysis at the 0.05 level of significance. The results indicated that there was significant main effect of treatments on examination anxiety of secondary school students. There was also significant main effect of emotional intelligence and academic self-efficacy on examination anxiety of secondary school students. Both CBT and relaxation technique were effective in managing examination anxiety among secondary school students. Counsellors and educational Psychologists should utilise these therapies to manage examination anxiety among students.

The buffering role of emotional intelligence in conflict transformation

PurposeThis study aims to examine how and when task and process conflicts relate to relationship conflict by detailing the mediating role of negative emotions and the moderating effect of emotional intelligence.Design/methodology/approachSurvey data were collected from 462 employees working in different organizations in Pakistan.FindingsThe results revealed that individuals engaged in task and process conflicts are more likely to feel negative emotions toward others and consequently are more likely to engage in relationship conflict in the workplace. This mediated relationship of task and process conflicts with relationship conflict via negative emotions is lower when employees are more emotionally intelligent.Practical implicationsThis study pinpointed a key mechanism, negative emotions, by which task and process conflicts lead to relationship conflict. Emotionally intelligent individuals are better at regulating their negative emotions; therefore, emotional intelligence training can be an effective tool for minimizing employees’ negative emotions during task and process conflicts, which can help reduce relationship conflict.Originality/valueBy examining the mediating role of negative emotions and the moderating effect of emotional intelligence, this study adds to the previous research by detailing how and when task and process conflicts lead to relationship conflict.

Examining the role of emotional intelligence as a moderator for virtual communication and decision making effectiveness during the COVID-19 crisis: revisiting task technology fit theory

The COVID 19 has brought unprecedented changes in the way we communicate. There is a greater accent on Virtual communication. This paper aims to establish a relationship between Emotional intelligence and the effectiveness of Virtual communication on Decision making. This empirical study is based on a sample drawn from 296 working professionals at five different levels of organizational hierarchy. A standardized questionnaire (ɑ = 0.824) was used to collect the responses of Emotional intelligence, Virtual communication, and Decision-making effectiveness. Hierarchical regression using PROCESS Macro model 1 was used to identify the moderating effect of Emotional intelligence on Virtual communication and Decision making effectiveness. Since the p-value (p ≤ .007) is found significant, Emotional intelligence acts as a moderator that affects the strength of the relationship between Virtual communication effectiveness and Decision making. Validation of Task Technology fit theory is the theoretical implication of the study. Manipulation of individual dimensions in the model can reduce the dependence on technology for task completion with enhanced performance effectiveness. The findings are relevant to educators, consultants, and any professional who need to adapt Virtual communication platforms on an ongoing basis. Since work-life balance is projected as a constraint in this study, policymakers can consider policy amendments to reduce the stress caused due to Virtual communication which intrudes into their personal space. This empirical study is the first of its kind to benchmark the organizational practice of Emotional intelligence training to enhance Virtual communication and Decision making effectiveness during unprecedented times of pandemic.