This study aimed to examine emotional intelligence and employees’ work engagement: the mediating role of individual level ambidexterity. Employees’ sense of engagement to their jobs has in recent times become very crucial to both academics and practitioners. The significance of human beings in an organization is embedded in the knowledge, skills and abilities possessed by employees. Although ones’ intellectual ability may predict their successful contribution to organizations in which they find themselves, a very important aspect which is mostly overlooked by employer is individual awareness of their emotions and how they can tactfully handle emotion-related matters.
The researcher adopted a descriptive cross-sectional survey using structured questionnaires to collect data from the study respondents. The data was collected from a total of 351 respondents from the Local Government Service and these respondents were sampled using the convenient sampling procedure. Linear regression analysis was used to analyze the impact of the independent variable on the dependent variable. Hayes mediation analysis with confidence intervals was used to test the mediation of individual ambidexterity.
Table of Contents
CHAPTER ONE
INTRODUCTION
1.1 Background of the Study
1.2 Statement of Problem
1.3 Research Objectives
1.3.1 Main Objective of the Study
1.3.2Specific objectives
1.4 Research Questions
1.5 Significance of the Study
1.6 Brief Overview of the Methodology
1.7 Scope of the Study
1.8 Limitations of the study
1.9. Organization of the Study
CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
2.2 Definition of key concepts related to the topic of the thesis
2.2.1 Emotional intelligence
2.2.2 Background to the development of emotional intelligence
2.2.3 Concepts of emotional intelligence
2.2.4 The impacts and benefits of emotional intelligence
2.2.5 Emotional intelligence and Competencies
2.2.6 Developing Emotional intelligence
2.2.7 Measuring Emotional Intelligent
2.3 Work Engagement
2.3.1 Types of Employees
2.3.2 Components of work engagement
2.3.3 Human Resource practice to help employee engagement
2.4 Measurement of employee engagement using the Utrecht Work Engagement Scale
2.4.1 Ambidexterity
2.4.2 Organizational ambidexterity
2.4.3 Individual level Ambidexterity
2.5 Theoretical Review
2.5.1 Job Demands-Resources Theory (JD-R)
2.5.2 Social Exchange Theory (SET)
2.6 Empirical Review and Hypothesis Development
2.6.1 Emotional intelligence and work engagement
2.6.2 Emotional intelligence and individual level ambidexterity
2.6.3 Individual level ambidexterity and Work engagement
2.6.4 Mediation role of ambidexterity
2.7 Conceptual Framework
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
3.2 Research Design
3.3 Research Purpose
3.4 Population
3.5.1 Sample Size
3.5.2 Sampling Technique
3.6 Sources of Data
3.7 Data Collection Instrument
3.8 Data Analysis Technique
3.9 Organizational Profile
3.10 Conclusion
CHAPTER FOUR
RESULTS AND DISCUSSION
4.1 Introduction
4.2 Pilot Study
4.3 Research Approach
4. 3. 1 Demographic information of the respondents
4.3.2 Descriptive statistics for participants’ responses
4.4 Reliability Test
4.5 Correlations
4.6 Regression Analysis
4.6.1 Impact of emotional intelligence and on work engagement
4.6.2 Regression Analysis of the Impact of emotional intelligence on individual level ambidexterity
4.6.3 Regression Analysis of the Impact of emotional intelligence on work engagement, mediating role of ambidexterity
4.7 Hypotheses
4.8 Discussion of results
4.9 Conclusion
CHAPTER FIVE
CONCLUSION AND RECOMMENDATIONS
5.1 Introduction
5.2 Overall Findings based on the Research Objectives
5.3 Theoretical Contribution
5.4 Practical Contribution
5.5 Limitation and Recommendations for Future Research
5.6 Conclusion
Research Objectives and Themes
This study aims to investigate the influence of emotional intelligence on employee work engagement, specifically exploring how individual-level ambidexterity acts as a mediating variable. By examining data from the Local Government Service, the research addresses how personal emotional awareness and the ability to balance exploratory and exploitative tasks contribute to higher levels of organizational commitment and performance.
- The role of emotional intelligence in predicting work engagement.
- The concept of individual-level ambidexterity in professional settings.
- The mediating function of ambidexterity between emotional intelligence and work engagement.
- Strategies for enhancing employee engagement within public sector organizations.
Excerpt from the Book
1.1 Background of the Study
Employees’ sense of engagement to their jobs has in recent times become very crucial to both academics and practitioners. Evidence suggests that employees work engagement is positively related to their satisfaction with their jobs (Dubbelt, Demerouti, & Rispens, 2019). It is also self-evident that when people are happy with their jobs, they are more likely to give their all to help the company accomplish its objectives. Work engagement is defined as "a gratifying work-related state of mind marked by energy, devotion, and immersion," according to a popular description by (Geoffrey & January-Enkali, 2019). Bailey et al. (2019) admonished that a very critical question that researchers and managers strive to address is how to ensure that individual employees feel engaged with their work. This has become necessary due to the fact that work engagement has influence on several organizational outcomes. So, in the past decades, studies have also concentrated on exploring the various antecedents of work engagement (Petchsawang & Mclean, 2017; Schaufeli, 2012). They further argued that to get a better view and understanding of the determinants of work engagement, it is prudent to critically assess the personality trait of employees who seem to be engaged with their work. In view of the above argument, the role of emotional intelligence as a personality trait in predicting employees work engagement will contribute to providing a comprehensive understanding about what influences employees’ work engagement (Extremera, Mérida-López, Sánchez-Álvarez & Quintana-Orts, 2018).
The capacity to sense, control, and assess emotions is referred to as emotional intelligence (Herpertz, Schtz & Nezlek, 2016). Emotional intelligence is very crucial in all aspect of human endeavour. Although academic or professional qualification and know-how has from time immemorial been largely considered criteria for recruitment, perhaps good relationship
Summary of Chapters
CHAPTER ONE INTRODUCTION: This chapter introduces the study's background, problem statement, research objectives, and the significance of investigating emotional intelligence and work engagement.
CHAPTER TWO LITERATURE REVIEW: This section reviews existing literature on emotional intelligence, work engagement, and ambidexterity, forming the theoretical basis through the Job Demands-Resources Theory and Social Exchange Theory.
CHAPTER THREE RESEARCH METHODOLOGY: The chapter details the research design, population, sampling techniques, data collection instruments, and analysis methods used for the study.
CHAPTER FOUR RESULTS AND DISCUSSION: This chapter presents the analysis of the gathered data, covering pilot study results, correlations, regression analysis, and the discussion of findings regarding the study's objectives.
CHAPTER FIVE CONCLUSION AND RECOMMENDATIONS: The final chapter summarizes the research results, discusses theoretical and practical contributions, acknowledges limitations, and provides recommendations for future research.
Keywords
Emotional Intelligence, Work Engagement, Individual-level Ambidexterity, Human Resource Management, Job Demands-Resources Theory, Social Exchange Theory, Quantitative Research, Local Government Service, Organizational Commitment, Mediation Analysis, Employee Performance, Workplace Psychology, Job Satisfaction, Professional Competence, Public Sector Management
Frequently Asked Questions
What is the core focus of this research study?
The study focuses on the relationship between emotional intelligence and work engagement, and how individual-level ambidexterity mediates this connection.
What are the primary themes discussed in the work?
Key themes include emotional regulation in professional settings, the balance of exploratory and exploitative tasks (ambidexterity), and the impact of organizational support on employee engagement.
What is the main objective of the research?
The primary aim is to analyze the mediating role of individual-level ambidexterity in how emotional intelligence influences the work engagement of employees in the Local Government Service.
Which research methodology was utilized?
A quantitative cross-sectional survey design was used, involving structured questionnaires and linear regression analysis to test the hypotheses.
What does the main body of the work cover?
The book covers the development of emotional intelligence, dimensions of work engagement, theoretical frameworks like the Job Demands-Resources Theory, and empirical evidence from statistical analysis.
Which keywords best describe the paper?
Keywords include Emotional Intelligence, Work Engagement, Ambidexterity, Job Demands-Resources, and organizational management.
How is 'Individual-level Ambidexterity' defined in this study?
It is defined as the capacity to adjust flexibly within a changing situation by appropriately shifting between exploration and exploitation at the individual level.
What is the practical implication for organizations?
The study suggests that organizations should organize workshops and training to enhance employee emotional intelligence to indirectly improve work engagement.
- Citar trabajo
- Solomon Sekyi (Autor), 2023, The role of individual level ambidexterity. Emotional intelligence and job engagement, Múnich, GRIN Verlag, https://www.grin.com/document/1319572
