Job satisfaction of employees is one of the emerging issues for today’s HR managers based on the strategic link between job satisfaction and employee productivity. Satisfaction of employees is a complex phenomenon as it depends on various factors for employees at different hierarchal level of the enterprise. It is therefore essential for the executives of the organizations to cope with this challenge strategically.
Job satisfaction concerns with physical as well as psychological aspects of jobs. Personal factors of employees should be linked with financial gains in order to achieve the long term viability of the organizational objectives. Emotional intelligence concept is vital which use social skills in understanding the personal emotions of employees and accordingly motivate them towards the desired goals. A good leadership style is also essential by the executives to accomplish the optimum level of satisfaction of the employees.
Emotional Intelligence, Job satisfaction and Leadership Style are some of the emerging issues in the organizational theory. The past literature endorse emotional intelligence (Daus & Ashkanasy, 2005; Van Rooy & Viswesvaran, 2004) and transformational leadership (Albion & Gagliardi 2010; Yang, and Islam,2009) as predictors of job outcomes including job satisfaction.
A wide range of research suggests that emotional intelligence abilities and traits influence job satisfaction (e.g., Carmeli, 2003; Sy, Tram, & O’Hara, 2006) but relationship between Job Satisfaction, Emotional Intelligence and Leadership Style has not yet received empirical attention. Further, there are rare studies that find the mediating effect of transformational leadership between emotional intelligence and Job Satisfaction.
This study examines the role of emotional Intelligence as a variable that is predicted to have an effect on transformational leadership that subsequently effect job satisfaction
job satisfaction is imperative to retain and attract employees with high qualifications. Dissatisfied employees are usually emotionally and mentally detached from the organization, become less committed and are more prone towards leaving the organization (Lok and Crawford 2008). The positive or negative feelings related to the job, perception that work is not imposed, emotional response to tasks and, physical and social work conditions refer to job satisfaction (Herzberg et al., 1959; Locke, 1983; Iaffaldano, and Muchinsky, 1985). The individual within a work environment builds an attitude towards the job on the basis of the perception of the presence and absence of the job characteristics concerning their particular needs (Porter, 1961).
Job satisfaction is considered as indescribable and mythical concept which have been centre of attention of researchers and managers since a long time (Gautam; Mandal and Dalal, 2006). The level of satisfaction within a job is considered to be most important information...