Examining the Impact of Emotional Intelligence on Employee Well-Being and Employee Engagement in the Digital Era
DOI:
https://doi.org/10.61814/jkahs.v6i1.797Keywords:
Digital Era, Emotional Intelligence, Employee Engagement, Employee Well-BeingAbstract
Introduction: Employee Well-Being (EWB) and Employee Engagement (EE) are crucial for a healthy workplace,
but concern about Well-Being (WB) and EE are still prevalent. Emotional intelligence (EI) can help regulate and
recognize emotions, and this study examines its impact on EWB and EE in the Digital Era (DE), considering sociodemographic factors.
Methods: This study used a self-administered survey to gather the data and combined a quantitative method with
a descriptive cross-sectional research design. The study made use of a variety of tools, including the employee
engagement scale (EES), which was used to assess EE, the emotional intelligence scale (EIS), which was used to
measure EI, and the functional well-being score from the World Health Organization (WHO), which was used to
measure EWB. All the tools used in the study have been validated and are reliable, as determined by Cronbach’s
alpha and other statistical analyses
Results: The emotional intelligence (EI) significantly impacts employee well-being (EWB) and employee engagement (EE). H1 was accepted through Pearson correlation (P > 0.005, R = 0.065, R² = 0.004, and adjusted R² = 0.001), while H2 was supported by regression analysis (P >0.005, R = 0.717, R² = 0.514, and adjusted R² = 0.512). These findings highlight that EI is a predictor of EWB and EE, as well as a factor associated with years of work experience.
Conclusion: The EI plays a crucial role in determining EWB and EE and the association between EI and years of work experience. These results imply that developing andenhancing EI competencies could positively impact EWB and EE, thereby improving job satisfaction and organizational outcomes. However, the study's limitations include a small sample size and a cross-sectional design, which limits the generalizability of the findings.
References
Leonardi P, Neeley T. Developing a Digital Mindset. Harv Bus Rev [Internet]. 2022;(June):50–6.Availablfrom:https://web.p.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=0&sid=4a4a292f-05df-4260-ab7d8ad7ce8c34f0%40redis[Google Scholar] [Full Text]
Grampp M, Zobrist L. Workplace transformation in the digital age Challenges and success factors.Deloitte.2018;https://www2.deloitte.com/content/dam/Deloitte/ch/Documents/innovation/ch-en-workplace-ofthe-future.pdf [Google Scholar] [Full Text]
Schneider D, Harknett K. Still Unstable : The Persistence of Scheduling Uncertainty During the Pandemic.2022;https://shift.hks.harvard.edu/wpcontent/uploads/2022/01/COVIDUpdate_Brief_Final.pdf. [ [Google Scholar] [Full Text]
Spoorthy MS. Mental health problems faced by healthcare workers due to the COVID-19 pandemic–Areview.AsianJPsychiatr.2020;51(April):2018–21.https://doi.org/10.1016/j.ajp.2020.102119[FullText][PubMed] [Google Scholar ]
Pfaffinger KF, Reif JAM, Spieß E, Berger R. Anxiety in a digitalised work environment. Grup InteraktionOrganZeitschriftfurAngewOrgan.2020;51(1):25–35;https://doi.org/10.1007/s11612-020-00502-4[Springer Link] [Full Text] [Google Scholar]
Barreiro CA, Treglown L. What makes an engaged employee? A facet-level approach to trait emotional intelligence as a predictor of employee engagement. Pers Individ Dif [Internet]. 2020;159(November2019):109892.Availablefrom:https://doi.org/10.1016/j.paid.2020.109892[Google Scholar][PMC][Full Text]
Karimi L, Leggat SG, Bartram T, Afshari L, Sarkeshik S, Verulava T. Emotional intelligence: predictor of employees’ wellbeing, quality of patient care, and psychological empowerment. BMC Psychol [Internet]. 2021;9(1):1–8. Available from: https://doi.org/10.1186/s40359-02100593-8[Google Scholar] [Full Text][Goggle Scholar]
Goleman DDP. Emotional intelligence: Why it can matter more than IQ for character, health and lifelong achievement. Bantam Books, 1995 [Internet]. 1995;352. Available from:https://www.scirp.org/(S(351jmbntvnsjt1aadkposzje))/reference/ReferencesPapers.aspx?ReferenceID=773626 [Download PDF][Google Scholar ][Full Text]
Thapa P, Bhattarai H, Bharti DV, Khanal J. Impact of Emotional Intelligence on Transformational Leadership in Selected Academic Institutions in the Kathmandu, Nepal. Int Multidiscip Res J. 2023;4(4). DOI: 10.54476/ioer-imrj/595660[Full Text] [Google Scholar ]
Thapa P, Bhatta R, Khanal J, Chaudhary A. Emotional Intelligence among the Health Care Providers Working in a Tertiary Level Hospital. Mod Issues Med Manag. 2021;(December). DOI: 10.52340/mid.2021.640
[Full Text][Google Scholar ]
Thapa P, Giridharan B, et al. The Effect of Toxic Workplace Environments on Employee Engagement: Mediating Roles of Employee’s Wellbeing and Organization Support. J Humanit Soc Sci Res. 2022;4(2):66–74. [Google Scholar][Crossref]
Gallup Global Emotions 2022. 2022; https://img.lalr.co/cms/2022/06/29185719/2022-GallupGlobal-Emotions-Report-2022_compressed.pdf[Google Scholar] [Full Text]
World Health Organisation. Wellbeing Measures in Primary Health Care/ The Depcare Project. Rep a WHO Meet [Internet]. 1998;45. Available from: http://www.euro.who.int/__data/assets/pdf_file/0016/130750/E60246.pdf[Download PDF] [Full Text][Google Scholar]
Kahn WA. Psychological conditions of personal engagement and disengagement at work. Acad Manag J. 1990;33(4):692–724. [Download PDF] [Google Scholar][Full Text]
Nagalingam UD, Kadir NB yah A, Hoesni SM. The mediating role of work engagement in the relationship between emotional intelligence and organisational commitment among higher education institution lecturers. Int J Learn Teach Educ Res. 2019;18(8):31–53.https://doi.org/10.26803/ijlter.18.8.3.[Cross ref] [Google Scholar][PMC]
Grampp M, Zobrist L. Workplace transformation in the digital age Challenges and success factors. Deloitte. 2018; https://www2.deloitte.com/content/dam/Deloitte/ch/Documents/innovation/ch-en-workplace-ofthe-future.pdf [Download] [Google Scholar] [Full Text]
Employee Engagement Status At Metals. 2016;3(8):45–8. file:///C:/Users/dell/Downloads/Employee%20Engagement%20Status%20and%20Drivers%20in%20Nepalese%20Civil%20Service%20(2).pdf[Download PDF][Google Scholar][Full Text]
Mayer JD, Salovey P. The intelligence of emotional intelligence. Intelligence. 1993;17(4):433–42; https://doi.org/10.1016/0160-2896(93)90010-3[Article][Google Scholar] [Corssref][Scopus ]
Palmer BR, Stough C, Harmer R, Gignac G. Assessing Emotional Intelligence. 2009;(April):103–17. Available from: http://link.springer.com/10.1007/978-0-387-88370-0. [Full Text] [Google Scholar][Crossref]
Editors S, Saklofske DH, Zeidner M. Evaluation intelligence émotionnelle, file:///C:/Users/dell/Downloads/978-0-387-88370-0.pdf[Download PDF] [Google Scholar][Full Text]
Astari K, Kadiyono AL, Batubara M. Adaptasi Alat Ukur the Employee Engagement Scale (EES). Eqien - J Ekon dan Bisnis [Internet]. 2022;11(1):511 – 520–511 – 520. Available from: https://stiemuttaqien.ac.id/ojs/index.php/OJS/article/view/752[Google Scholar][Full Text][Crossref]
World Health Organisation. Wellbeing Measures in Primary Health Care/ The Depcare Project. Rep a WHO Meet [Internet]. 1998;45. Available from: http://www.euro.who.int/__data/assets/pdf_file/0016/130750/E60246.pdf.
[Full Text] [Google Scholar]
Lara-Cabrera ML, Betancort M, Muñoz-Rubilar A, Rodríguez-Novo N, Bjerkeset O, De Las Cuevas C. Psychometric Properties of the WHO-5 Well-Being Index among Nurses during the COVID-19 Pandemic: A Cross-Sectional Study in Three Countries. Int J Environ Res Public Health. 2022;19(16). https://doi.org/10.3390/ijerph191610106[Download PDF] [Full Text] [Google Scholar] [Crossref]
Guerra-Bustamante J, León-Del-Barco B, Yuste-Tosina R, López-Ramos VM, Mendo-Lázaro S. Emotional intelligence and psychological well-being in adolescents. Int J Environ Res Public Health. 2019;16(10):1–12. [Google Scholar] [Full Text] [PubMed]
Lin DT, Liebert CA, Tran J, Lau JN, Salles A. Emotional Intelligence as a Predictor of Resident Well-Being. J Am Coll Surg [Internet]. 2016;223(2):352–8. Available from: http://dx.doi.org/10.1016/j.jamcollsurg.2016.04.044.
[Google Scholar] [Full Text] [Scopus]
Pudashini P, Sigdel R, Shah PT, Khatiwada S, Yadav M. Challenges and Opportunities for Nurse Managers Working in Nepal ’ s Level II and III COVID Hospitals Challenges and Opportunities for Nurse Managers Working in Nepal ’ s Level II and III COVID :January 2022.[Goggle Scholar]
Llop-Gironés A, Vračar A, Llop-Gironés G, Benach J, Angeli-Silva L, Jaimez L, et al. Employment and working conditions of nurses: where and how health inequalities have increased during the COVID-19 pandemic? Hum Resour Health [Internet]. 2021;19(1):1–11. Available from: https://doi.org/10.1186/s12960-021-00651-7[BMC][Google Scholar][Full Text]
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Pramila Pudasaini Thapa, Hari Rana, Özge Ucar, Josana Khanal, Kapil Amgain
This work is licensed under a Creative Commons Attribution 4.0 International License.
The author(s) retain the copyright and the full publishing right without restriction under the Creative Commons Attribution 4.0 International License (CC BY 4.0) which allows readers to share (copy and redistribute the material in any medium or format) and adapt (remix, transform, and build upon the material) for any purpose, even commercially, provided the work is properly attributed. (https://creativecommons.org/licenses/by/4.0/).
Author(s) grant the non-exclusive publishing right to the Journal of Karnali Academy of Health Sciences (JKAHS). The publishing rights include the rights to publish, reproduce, distribute, include in indexes or search databases or other media in print or online. The JKAHS may require revisions to the manuscript before acceptance for publication or may choose not to publish it based on the judgement of the editors. Further, JKAHS might retract, withdraw, or publish a correction or other notice after publication, if such publication would be inconsistent with the good publication practices and associated guidelines set forth by the COPE (Committee on Publication Ethics) (https://publicationethics.org/core-practices).
More information about the Creative Commons Attribution 4.0 International License can be found in the webpage of Creative Commons (CC) by following the link provided below: https://creativecommons.org/licenses/by/4.0/