Uloga emocionalne inteligencije voditelja u angažiranosti i odanosti podređenih

master's thesis

• Title (english): The role of the leader's emotional intelligence in the engagement and organizational commitment of subordinates
• Author: Magdalena Prevendar
• Mentor: Mitja Ružojčić (mentor)
• Committee member: Ana Butković (predsjednik povjerenstva)
• Committee member: Nikola Erceg (član povjerenstva)
• Granter: University of Zagreb; Faculty of Humanities and Social Sciences; (Department of Psychology); Zagreb
• Defense date and country: 2024-06-24, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Psychology; Psychology of Work

Abstract

Povećanje angažiranosti zaposlenika, smanjenje fluktuacije i duže zadržavanje zaposlenika u organizaciji teme su kojima se organizacijska psihologija bavi već desetljećima. Dosadašnja su istraživanja pokazala kako navedeno ovisi o zaposlenikovim karakteristikama, ali i o karakteristikama rukovoditelja. Neke od njih odnose se na efikasno prepoznavanje i upravljanje emocijama, empatiju, optimizam, samomotiviranje, samopoštovanje i drugo. Sve navedene karakteristike su na neki način dio emocionalne inteligencije (EI). Ove su kompetencije važne za rukovođenje jer pomažu voditelju da bolje upravlja vlastitim i tuđim emocijama i tako prikladnije odgovori na potrebe svojih podređenih. No, efekt EI vjerojatno ovisi i o osobinama samih podređenih od kojih je radni staž u organizaciji mogući moderator odnosa voditeljeve EI sa stavovima podređenih. Cilj ovog istraživanja bio je ispitati postoji li povezanost procijenjene crte emocionalne inteligencije voditelja s nekim samoprocjenama zaposlenikovih stavova prema poslu i organizaciji. Isto tako, željeli smo provjeriti moderira li radni staž u trenutnoj organizaciji ove odnose. U istraživanju su sudjelovala 223 sudionika koje smo prikupili putem online kanala. Sudionici su procjenjivali EI nadređenog i davali samoprocjene vlastitih stavova. Rezultati su pokazali da je procijenjena crta EI voditelja pozitivno povezana s angažiranošću zaposlenika, njihovom afektivnom odanošću organizaciji i manjom namjerom napuštanja organizacije. Radni staž nije moderirao efekte EI. Dobiveni rezultati ukazuju na važnost crte EI u organizacijskom kontekstu i vođenju timova. Iz tog bi razloga poslodavci trebali ulagati u edukaciju i razvoj kompetencija koje će dovesti do angažiranih zaposlenika koji su privrženi organizaciji i imaju namjeru dugoročno joj doprinositi.

Abstract (english)

Increasing employee engagement, reducing turnover and keeping employees longer in the organization are topics that organizational psychology has been dealing with for decades. Previous research has shown that the aforementioned depends on the employee's characteristics, but also on the manager's characteristics. Some of them relate to effective recognition and management of emotions, empathy, optimism, self-motivation, self-esteem and others. All of the above characteristics are in some way part of emotional intelligence (EI). These competencies are important for leadership because they help the leader to better manage his own and other people's emotions and thus respond more appropriately to the needs of his subordinates. The effect of EI probably depends on the characteristics of the subordinates themselves, of which organizational tenure is a possible moderator of the relationship between manager's EI and subordinates' attitudes. The aim of this research was to examine whether there is a connection between the employee-rated trait of the manager's emotional intelligence and self-assessments of some employee's attitudes towards work and the organization. Likewise, we wanted to check if these relationships are moderated by employee's tenure in the organization. We collected 223 participants through online channels. The participants assessed EI of their leader and gave self-assessments of their own attitude. The results showed that the employee-rated trait EI of leaders is positively related to employee engagement, their affective organizational commitment and turnover intention. Tenure did not moderate effects of EI. The obtained results indicate the importance of the EI trait in the organizational context and team management. For this reason, employers should invest in education and the development of competencies that will lead to engaged employees who are attached to the organization and intend to make a long-term contribution.

• Keywords: emocionalna inteligencija; angažiranost; organizacijska odanost; radni staž; rukovođenje
• Keywords (english): trait emotional intelligence; engagement; organizational commitment; tenure; leadership
• Language: croatian
• URN:NBN: urn:nbn:hr:131:378035
• Study programme: Title: Psychology; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra psihologije (magistar/magistra psihologije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Open access
• Created on: 2024-07-01 07:27:56