Emotional Intelligence Linked to Job Satisfaction and Work Engagement in New Study

A recent study published in the journal Humanities and Social Sciences Communications investigates how emotional intelligence, work-life balance, and job satisfaction interconnect to influence employee engagement.

Exploring the Connections Between Emotions and Workplace Engagement

Researchers sought to understand the factors that help employees feel motivated and contented while navigating professional duties alongside personal responsibilities. Emotional intelligence, defined as the capability to understand and regulate one’s own emotions while managing interpersonal interactions, was a primary focus of the evaluation. The study also examined how perceptions of work-life balance and overall job contentment relate to employee dedication and vigor on the job.

To evaluate these dynamics, the authors utilized the job demands-resources theory, which outlines how personal and workplace resources support motivation, alongside spillover theory, which looks at how experiences in one life domain can influence another.

Study Design and Methodology

The quantitative, cross-sectional investigation analyzed data from 244 Lebanese employees working domestically or in other Middle East and North Africa countries. Participants were recruited through convenience sampling via social media and professional networks over a three-month period. The study protocol received approval from the Institutional Review Board of the Lebanese American University, and participants provided informed consent.

The online questionnaire measured four main variables using established scales:

• Work-life balance using adapted items from prior research
• Emotional intelligence through a modified scale assessing the appraisal and regulation of emotions
• Job satisfaction utilizing historical evaluation questions
• Work engagement via the Utrecht Work Engagement Scale, which measures vigor, dedication, and absorption

Data analysis was conducted using partial least squares structural equation modeling via SmartPLS 4.0. Bootstrapping procedures helped evaluate indirect effects and sequential mediation pathways.

Findings and Statistical Associations

The analysis revealed positive associations among emotional intelligence, work-life balance, job satisfaction, and work engagement. Specifically, employees who reported a stronger ability to understand and manage emotions also tended to report higher levels of job satisfaction and better work-life balance.

Furthermore, mediation analyses identified statistical pathways connecting emotional intelligence to work engagement through work-life balance and job satisfaction. Job satisfaction displayed a particularly strong association with work engagement. However, the authors noted that these statistical mediators operate within the proposed model rather than demonstrating a definitive temporal sequence or causation.

Study Limitations and Context

The researchers acknowledged several limitations that restrict the generalizability of the findings. The cross-sectional design and reliance on self-reported data prevent causal interpretations. Additionally, the reliance on convenience sampling, a relatively limited sample size, and a predominance of women and service-sector employees mean the results may not reflect broader populations.

The study setting within Lebanon also introduces unique regional factors, including prolonged economic challenges and political instability. The authors suggest that further research across diverse cultural and economic environments is necessary to determine whether these patterns hold in other global regions. While the study authors propose interventions such as emotional intelligence training, flexible schedules, and mental health support, the paper itself did not formally test or evaluate these workplace programs.