Examining leaders’ emotional intelligence as a distal antecedent of employee engagement: The role of employee voice and trust in direct leadership

IF 1.2 Q4 MANAGEMENT

Africa Journal of Management Pub Date : 2023-04-03 DOI:10.1080/23322373.2023.2187612

O. Amah

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引用次数: 1

Abstract

ABSTRACT The study investigated leaders’ emotional intelligence (EI) as a distal antecedent of employee engagement, using employee voice and trust in direct leadership as mediating variables. Based on the Affective Event Theory, the study recognized the emotional intelligence of leaders as a proximal antecedent of the work climate (event) which serves to influence employee behavior, such as voice and trust in leadership. The study is a cross-sectional design that utilized data from 250 subordinates and their leaders from organizations in Lagos, Nigeria's banking, manufacturing, and consulting industries. Leaders provided the data for emotional intelligence, while subordinates provided the data for employee engagement, employee voice, and trust in leadership. Structural Equation Modeling showed that leaders’ emotional intelligence affects employee engagement directly, as well as indirectly through employee voice and trust in leadership as hypothesized. The study highlighted the importance of the emotional intelligence of leaders in creating workplace climates that affect individual and organizational productivity. Hence, a significant managerial implication is that organizations should consider the enhancement of leaders’ EI an important aspect of leadership development. Directions for future studies include performing longitudinal studies and exploring the role of emotional intelligence in creating other dimensions of organizational climate.

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考察领导者的情商作为员工敬业度的远端先决条件:员工声音和信任在直接领导中的作用

摘要本研究以员工的声音和对直接领导的信任为中介变量，调查了领导者的情商（EI）作为员工敬业度的远端前因。基于情感事件理论，本研究认为领导者的情商是影响员工行为（如话语权和对领导的信任）的工作氛围（事件）的近端先行因素。这项研究是一项横断面设计，利用了尼日利亚拉各斯银行业、制造业和咨询业250名下属及其领导的数据。领导者提供了情商数据，而下属提供了员工敬业度、员工声音和对领导力的信任数据。结构方程模型显示，领导者的情商直接影响员工敬业度，也可以通过员工的声音和对领导的信任间接影响员工敬业程度。该研究强调了领导者的情商在创造影响个人和组织生产力的工作环境方面的重要性。因此，一个重要的管理含义是，组织应该将提高领导者的EI视为领导力发展的一个重要方面。未来研究的方向包括进行纵向研究，探索情商在创造组织氛围的其他维度中的作用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Africa Journal of Management Business, Management and Accounting-Business and International Management

CiteScore

2.80

自引率

15.40%

发文量

期刊介绍： The beginning of the Twenty First Century has witnessed Africa’s rise and progress as one of the fastest growing and most promising regions of the world. At the same time, serious challenges remain. To sustain and speed up momentum, avoid reversal, and deal effectively with emerging challenges and opportunities, Africa needs better management scholarship, education and practice. The purpose of the Africa Journal of Management (AJOM) is to advance management theory, research, education, practice and service in Africa by promoting the production and dissemination of high quality and relevant manuscripts. AJOM is committed to publishing original, rigorous, scholarly empirical and theoretical research papers, which demonstrate clear understanding of the management literature and draw on Africa’s local indigenous knowledge, wisdom and current realities. As the first scholarly journal of the Africa Academy of Management (AFAM), AJOM gives voice to all those who are committed to advancing management scholarship, education and practice in or about Africa, for the benefit of all of Africa. AJOM welcomes manuscripts that develop, test, replicate or validate management theories, tools and methods with Africa as the starting point. The journal is open to a wide range of quality, evidence-based methodological approaches and methods that “link” “Western” management theories with Africa’s indigenous knowledge systems, methods and practice. We are particularly interested in manuscripts which address Africa’s most important development needs, challenges and opportunities as well as the big management questions of the day. We are interested in research papers which address issues of ethical conduct in different African settings.