Emotional Intelligence (EI)

Emotional Intelligence and Affective Organizational Commitment

Affective Organizational Commitment and Job

Performance

Methodology

Measures

Job Performance

Self-Emotional Appraisal

Others-Emotional Appraisal

Regulation of Emotions

Use of Emotions

Respondents Profile

Analysis method: SEM

Results

Assessing Structural Model

Discussion

Limitations & Future Recommendations

Conclusion

Conflict of interest

References

Introduction

Emotional intelligence has become increasingly popular within industrial and organizational psychology as a psychological determinant of occupational success. Previous studies1-4 suggested that emotional intelligence, being considering an important determining factor, impacting individual and organizational attainments. Emotional intelligence can be defined as the subset of social intelligence that involves the ability to monitor one’s and others’ feelings and emotions, to discriminate among them and to use this information to guide one’s thinking and actions5 which is perhaps the most widely accepted scientific definition of emotional intelligence6 . Emotional intelligence, organizational commitment, and job performance are of particular importance to Multi-National Corporations (MNCs), health care related MNCs in particular. Pharmacists working in MNCs are facing difficulties in managing and establishing control on the organizations because of the dynamic business environment7-8. Since, MNCs are a major player in the economic and social development of any nation, the attraction and retention of pharmacists to health care related MNCs deserve important research issue 9-11. Therefore, the main objective of this research is to assess the relationship between emotional intelligence, organizational commitment, and job performance. These three concepts are imperative to enhance organizational effectiveness and efficiency.

Emotional Intelligence (EI)

proposed the most acceptable and precise definition of emotional intelligence. With the development in the field of EI, 12 projected four dimensions of EI including Self emotional appraisal, others emotional appraisal, use of emotions and regulation of emotions as shown in Figure1. Appraisal and expression of emotion in the self (self- emotional appraisal, SEA) relates to the individual’s ability to understand their deep emotions and be able to express these emotions naturally. Appraisal and recognition of emotion in others (others’ emotional appraisal, OEA) narrates the peoples’ ability to perceive and understand the emotions of those people around them. Regulation of emotion in the self (regulation of emotion, ROE) tells about the ability of people to regulate their emotions which will enable a more rapid recovery from psychological distress. Use of emotion to facilitate performance (use of emotion, UOE) means the ability of individuals to make use of their emotions by directing them towards constructive activities and personal performance. According to12, senior and junior coworkers’ EI did not affect job performance, although both had a positive effect on job satisfaction. Also,13 proposed that regulation ability had a positive effect on employees’ satisfaction, because employees with high EI who can control their emotions can also favorably accept positive emotion and support from the organization, resulting in high job satisfaction. 2 suggested that employees’ job satisfaction was observed to be associated with ROE and UOE.