Exploring the role of ethics in the emotional intelligence-organizational commitment relationship
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Exploring the role of ethics in the emotional intelligence-organizational commitment relationship Monoshree Mahanta 1
& Karabi
Goswami 2
Received: 17 June 2019 / Accepted: 14 September 2020/ # Springer Nature B.V. 2020
Abstract Today, organizations are facing a high rate of attrition which is a serious issue for human resource managers. Gaining the commitment of employees towards their organization, though challenging, is rewarding as organizational commitment (OC) is a precursor to employee engagement. Another challenge is about maintaining an ethical climate. Ethical misconduct by organizations not only brings them a heavy monetary price but also incurs non-monetary price in terms of customer and employee attrition and diminished business reputation. In the new workplace with greater emphasis on flexibility, teams and a strong customer orientation, we feel that development of emotional intelligence (EI) of the workforce can be the key to meet these challenges. This paper explores these three critical constructs viz., EI, workplace ethics and OC together, and tests whether workplace ethics mediates the EI–OC relationship using structural equation modelling. We conducted an empirical study in Guwahati, a fastgrowing tier II city in India and a business hub for north-east India, on a sample of 400 managers working in the service sector. Our study found that emotional intelligence is a strong predictor of ethical perception and organization commitment. Also, ethical perception significantly affects organizational commitment. Although we reject the hypothesis that ethics mediates the EI–OC relationship, the importance of workplace ethics cannot be undermined as it can build intangible organizational assets such as goodwill and public image. Since individual ethical standards create ethical climate, organizations need to teach their people how to recognize morally questionable situations and the consequence of unethical conduct. Keywords Emotional intelligence . Organizational commitment . Ethical perception .
Mediation . Service industry
* Monoshree Mahanta [email protected] Karabi Goswami [email protected] Extended author information available on the last page of the article
Mahanta M., Goswami K.
Introduction “Anyone can be angry – that is easy. But to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way – that is not easy” - Aristotle Today, a new yardstick is being used to judge people at the workplace—their emotional intelligence. As a result of the growing recognition that organizational change and work-related experiences are emotion-eliciting events, interest in the role of emotional intelligence (EI) in the workplace has gained importance. Workplace is an interpersonal arena, and therefore, social intelligence will continue to pay a critical role in organization success. The effectiveness and productivity of the organization will depend upon the degree of acceptance of these emotional competencies (Singh 2006). Organizati
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