Impacts of Emotional Intelligence of Leaders on Job Satisfaction and Turnover Intentions of Followers

The main purpose of the research was to conduct a study on the impact of emotional intelligence of the leaders on the performance as well as the job satisfaction of the followers. The job satisfaction of the followers in turn ensured the employee retention within the organization. The one who has higher job satisfaction are found to work in the organization for a longer time period (Momeni, 2009). The researcher has carried out quantitative analysis that involves a survey on the employees of several banking companies including Bank of China, ICBC (Industrial and Commercial Bank of China), Agricultural Bank of China, CCBs (China Construction Bank), CMBC (China Minsheng Banking Corp.Ltd.), etc. The followers were asked several questions based on the emotional intelligence of the leaders and the job satisfaction of the followers and they had to choose from the given options. The data was arranged in the excel sheet and the SPSS software was used to carry out the multiple regression analysis in order to determine the impact of the emotional intelligence of leaders on the employee performance. The regression output stated that the emotional intelligence of leaders was related to the job satisfaction of the followers but it had no significant impact on the employee turnover intentions. Nonetheless the researcher faced several challenges during the research process and one of the main challenges was the reluctance of the respondents and the researcher needs to be having a convincing attitude towards the respondents in case when a further research is conducted.
Background Statement
Emotional Intelligence (EI) of leaders has been recognized as a key factor in influencing the work environment within organizations (Goleman, 1998). The leaders who are aware of their emotions and thus practise the associated skills have been recognized to enhance growth and development within an organization (Goleman, 1998). In this period of globalisation, the management of human resources contributes positively to the efforts of an organization to remain competitive in difficult external environments (Momeni, 2009). For the growth of an organization, the presence of consistent and committed followers has been extremely important.
It has been observed that job satisfaction of followers is directly related to organizational commitment (Lacity, Iyer, and Rudramuniyaiah, 2008).Turnover intentions can be considered as an indicator of the commitment of the followers towards the organization and their involvement towards their job (Momeni, 2009). The extent of turnover intentions can have adverse effects on costs of operations of an organization (Tziner and Birati, 1996).
The concept of emotional intelligence was popularized by the Goleman as he described it has the ability to manage and control one’s emotions and use these abilities to deal with other individuals (Anbu, 2008). Employee turnover can be measured as the ratio of the number of followers leaving their jobs to the average number of followers in a given period of time (Price, 1977). The presence of emotional intelligence in leaders benefits the followers as they can use these abilities to better understand the social relationships and thus take actions to reduce the stress and negative emotion in the work environment. The purpose of the paper is to study the impact of emotional intelligence on job satisfaction and turnover intentions of the subordinates.

Impacts of Emotional Intelligence of Leaders on Job Satisfaction and Turnover Intentions of Followers

Type: Dissertation
Domain: Employee Satisfaction
Words: 15000
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