The study focuses on the intricate nature of emotional intelligence (EMI), Fostering creativity (FC), intrinsic motivation (IM), innovation (IN) and entrepreneurship (E) under the context of corporate management in a country. Based on a sample of 359 actively engaged respondents and using Partial Least Squares Structural Equation Modeling, the study reveals significant positive associations: emotional intelligence includes entrepreneurship, Fostering creativity contains entrepreneurship, innovation, emotional intelligence appears intrinsic motivation, in Fostering creativity appear intrinsic motivation, emotional intelligence includes innovation, in Fostering creativity is innovation, intrinsic motivation includes entrepreneurship, in innovation is entrepreneurship. The results demonstrate a chain mediation: emotional intelligence influences entrepreneurship, intrinsic motivation is involved, and innovation serves as the intermediary. In the same way, it is fertile in creativity to begin entrepreneurship, whereas intrinsic motivation and innovation are mediating factors considering this fact. Accordingly, these findings have a huge impact on the development of effective public health policies and the nature of ecosystems research in future. For organizations in Jordan, a result based on these results will help in the development of a constructive atmosphere which will be inclined towards entrepreneurs by working on emotional intelligence, creativity, intrinsic motivation and innovation. The research puts in place a theoretical framework which is complemented by the granular perspective of these psychological and entrepreneurial factors.

The current study's primary goal is to ascertain the impact of servant leadership on organizational citizenship behavior as being affected by emotional intelligence as the mediating variable. This descriptive study was applied to the academic staff of private and public universities. The questionnaire was used for data collection. The dimensions of servant leadership (SL) were nine, the dimensions of emotional intelligence were nine while five dimensions of organizational citizenship behavior were used and collected from literature review. The questionnaire was distributed to 304 of the academic staff. The findings indicate a moderate degree of the servant leadership practice. Also, the evaluation of organizational citizenship behavior practice and emotional intelligence was negative in academic institutions. The results showed that servant leadership affects positively organizational citizenship behavior using emotional intelligence as a mediator. Servant leadership is very important in higher educational organizations when followed properly and affects organizational citizenship behavior by considering the emotional aspects of the academic staff.

Academia is prone to incivility and interpersonal conflict like any other workplace environment, although incivility in academia is manifested in behaviors such as undermining colleagues’ professional standing, intelligence and authority; reprobating other’s accomplishments; and hiding knowledge from other faculty members. The autonomy, independence, academic freedom, and tenure in academia lead to a working environment (culture) with different “rules of engagement”, governed by the faculty members themselves. This study examines the impact of employee cynicism on faculty’s interpersonal conflict as a source of stress, which leads to undesirable organizational behaviors, namely higher turnover intention and knowledge hiding behavior; furthermore, the role of faculty’s emotional intelligence as a moderator on the relationship between interpersonal conflict among faculty members and turnover intention has been investigated as a second objective of this study. The study uses a quantitative method of research and analysis, by collecting data from 200 faculty members in private higher education institutions. The study’s hypotheses were tested by Smart PLS3 (SEM) to conclude that: 1) interpersonal conflict directly influences turnover intention and knowledge hiding behavior; 2) employee cynicism has no mediating effect in the relationship between interpersonal conflict, and turnover intention or knowledge hiding behavior; 3) Faculty’s emotional intelligence moderates the relationship between interpersonal conflict and turnover intention.

This study reveals the worth of Emotional Intelligence (EI) to act as a moderator in undertaking the worst effects of Counterproductive Work Behavior (CWB) influenced by negative emotions and work interference. Contract based employees of the non-profit organizations in development sector of Pakistan were targeted. The responses were obtained in time lags of two weeks to overcome the issues of cross-sectional data and self-serving bias. The 258 fully responded questionnaires by the targeted employees were analyzed in SPSS. The results emphasized that negative emotions and work interference predicts CWB and EI act as a moderator in this relationship. Employees having low EI engaged more in CWB confirming the predictive relationship. It is recommended that the management needs to underline the significance of EI at all levels of the organization for desirable behaviors at workplace. Implications were deliberated to overcome CWB through high and low levels of EI.

This study aims to analyze how emotional intelligence (EI) influences organizational commitment along with the correlation between job satisfaction and these two aspects. To collect the data for this study, a polite and pre-validated, self-structured questionnaire was used. Additionally, ethical issues were considered with the assurance of anonymity. The study also took the convenience sampling approach and collected samples from customer service employees working in all main branches of Saudi banks located in Riyadh. It further employs the structural equation modeling method for analyzing the data with AMOS 22.0 software. Before examining the structural model framework and hypotheses, a confirmatory factor analysis was used to estimate the measurement model and support the research. Results showed that emotional intelligence affects both job satisfaction and organizational commitment significantly and positively. Moreover, results showed that job satisfaction, as a mediator, has a significant indirect impact on EI and organizational commitment. Emotionally intelligent customer service employees of Saudi commercial banks demonstrated high psychological empowerment visible through their perception of work as meaningful, increased feeling of competence, guaranteed freedom of choice, and significant impact on the workplace.

Problems related to emotional intelligence, job satisfaction, organizational citizenship behavior, and organizational commitment in the world of education, especially lecturers in providing services for students is relevant in the analysis for the sustainability of the quality of an institution. Thus, this study aims to analyze the increase in organizational commitment in Indonesia by involving 371 lecturers from 19 universities in Bandung. Structural Equation Modeling (SEM) using AMOS was employed in selecting the sample. The results explain emotional intelligence had positive effects on organizational citizenship behavior and on organizational commitment, and job satisfaction had positive effects on organizational citizen-ship behavior and on organizational commitment. Organizational citizenship behavior was empirically proven to have a positive effect on organizational commitment. In examining the mediating variable, the results show that emotional intelligence positively influenced the or-ganizational commitment through organizational citizenship, and that job satisfaction had a positive effect on organizational commitment through organizational citizenship behavior as a mediating variable.

This study explores the effect of social isolation (SI) on the psychological wellbeing (PWB) of employees due to the imposed distance education during the Covid-19 pandemic lockdown. Drawing on individual psychological resources to improve wellbeing, researchers examine emotional intelligence (EI) as a possible mediator that reduces the effect of social isolation. In this quantitative study, questionnaires were administered to measure SI, EI, and PWB among academic and non-academic staff in Iraqi public universities during the height of the Covid-19 outbreak. The results suggest that EI and SI were strong predictors of PWB. While SI was negatively and significantly related to EI, the presence of emotional intelligence as a mediator reduced the negative effect of isolation on wellbeing. Gender was not found to moderate the mediating effect of EI on the SI-PWB association. These findings support the validity of incorporating EI interventions during pandemic outbreaks that produce distinct effects on the isolation and thus potentially result in improving the wellbeing of employees. Although employees high on EI are viewed less socially isolated and high on wellbeing within literature there is a relative dearth of supporting research that has not examined these inter-relationships during a genuinely imposed lockdown such as the one during the Covid-19 pandemic which provided standardization as to the social isolation context understudied. Another theoretical gap included the psychometric revision of the social isolation scale.

This study aims to examine and analyze the influence of work-life balance and emotional intelligence on turnover intention with organizational commitment as an intervening variable. The research method used in this research is descriptive method. The population of this study is employees in a computer spare parts distribution company with a sample of 60 respondents. The approach used in this research is Structural Equation Model (SEM) with Smart-PLS analysis tool 3.2.8. The results show that work-life balance had a positive and significant effect on organizational commitment. Emotional intelligence had a positive and significant effect on organizational commitment. Work-life balance had a negative and significant effect on turnover intention. Emotional intelligence had a positive and significant effect on turnover intention and finally, organizational commitment has a negative and significant effect on turnover intention.

Employee engagement is a sizzling issue that has been discussed in recent years. Employee engagement makes employees feel involved and enthusiastic in doing their work so that they would give their best for the success of the organization. The aim of this study is to analyze the effects of job satisfaction, well-being, and emotional intelligence to the teachers’ employee engagements at SDS Pelangi Kasih Jakarta. This is important because a teacher plays a key role in achieving the goals of education. The data were gained through a survey by distributing the questionnaires to 65 teachers who are working at SDS Pelangi Kasih. The study used a quantitative approach with the PLS-SEM method to evaluate the measurement model (an outer model) and the structural model (an inner model). The data were processed using the SmartPLS 3.0. program. The results have indicated that job satisfaction, well-being, and emotional intelligence had positive effects on the teachers' employee engagements at SDS Pelangi Kasih Jakarta.

The study aims to examine direct and indirect impacts of managers’ emotional intelligence on performance of firms through determinants of job satisfaction, trust and opportunistic behav-ior. Data are collected from 617 respondents as managers of firms in Vietnam. The results show that the managers’ emotional intelligent not only had a direct and positive impact on the firm performance but also indirectly affects through two intermediaries of their satisfaction and trust. In addition, the findings reveal the relationship between determinants such as satisfaction positively influencing their trust and negatively affecting opportunistic behavior. Opportunistic behavior has a negative impact on trust and firm performance in the context of emerging countries like Vietnam.