Emotional intelligence and work engagement

Abstract

Although emotional intelligence has been linked to employee engagement in the private sector, there is very little research regarding public sector employees. This study explores how emotional intelligence influences work engagement with work-related psychological impact acting as a moderator. The study adopts the cognitive–motivational–relational theory of emotions, which has a minimal research focus in developing countries. Using stratified random sampling, a self designed questionnaire and interviews, data was gathered from public servants and analysed. The results showed that Emotional Intelligence (emotional management, emotional evaluation and emotional control) positively influences work engagement. Also, emotional management had the highest (positive) impact on work engagement among the three variables. Additionally, it was discovered that the psychological needs at the workplace negatively moderated emotions having positive effect on work engagement. Therefore, employees are encouraged to utilise their emotions to positively influence work engagement and reduce work-related psychological issues and reduce its negative effect on work engagement. Further, work-related psychological impact moderated the relationship between emotional intelligence andwork engagement in this study. Theoretically, the use of the cognitive–motivational–relational in developing countries with regard to public sector frontline employees during and after the COVID-19 pandemic is unique.