Relationship between emotional intelligence, job satisfaction and organizational commitment: A police context

Azman Ismail, Muhammad Naim Jurit, Mazzlida Mat Deli, Nurshahira Ibrahim, Muhammad Ajib Abd Razak

Abstract


Emotional intelligence is a crucial psychological support often using along with cognitive and psychomotor competencies that may improve and maintain police personnel well-being. A survey method was employed to collect 253 survey questionnaires at the Kuala Lumpur Police Contingent Headquarters in West Malaysia, The SmartPLS was used to analyze the quality of measurement model and test the structural model. The results of structural equation modeling tests revealed fifth essential findings: First, emotion regulation is insignificantly correlated to job satisfaction (β=-0.008; t=0.069) and organizational commitment (β=-0.050; t=10.511). Second, use of emotion and use of emotion are insignificantly correlated to job satisfaction (β=0.190; t=1.880) and organizational commitment (β=0.194; t=1.684). Third, self-emotion appraisal is significantly correlated to job satisfaction (β=0.347; t=2.887) and organizational commitment (β=0.290; t=2.599). Fourth, job satisfaction is significantly correlated to organizational commitment (β=0.436; t=5.507). Finally, the effect of emotion regulation (β=0.438; t=5.477) use of emotion (β=0.437; t=5.487) and self-emotion appraisal (β=0.437; t=5.707) on organizational commitment is mediated by job satisfaction. These findings demonstrate self-emotion appraisal as an enhancer of job satisfaction and organizational commitment. Emotion regulation and use of emotion are not enhancers of job satisfaction and organizational commitment. Job satisfaction is an enhancer of organizational commitment. Job satisfaction is a mediating variable between emotional intelligence and organizational commitment. Based on Cohen's criteria (between R² > 0.15 and < 0.26), the contribution of emotional intelligence to job satisfaction (R²=0.175) and organizational commitment (R²=0.162), the contribution of job satisfaction to organizational commitment (R2=0.190) and the combined contribution of emotional intelligence and job satisfaction to organizational commitment (R2=0.191) show a moderate to large effect. Further, this study offers valuable insights that police leadership can use to understand multiple perspectives on job satisfaction and design effective work life quality programs to sustain and achieve organizational strategies and objectives in an increasingly interconnected world.

Keywords: Emotional intelligence, job satisfaction, organizational commitment, police context


Keywords


Emotional intelligence, job satisfaction, organizational commitment, police context

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