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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
BMAL501: STRATEGIC LEADERERSHIP AND MANAGEMENT
LITERATURE REVIEW
EMOTIONAL INTELLIANCE
LIBERTY UNIVERSITY
DR. SHELLY ZALDIVAR
7 AUG 2022
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
Abstract
Emotional intelligence (EI) has been a fairly new topic in research over the last couple
decades. Therefore, it has not been studied very much on whether or not leaders are more
successful with EI. This study analyzes how EI affects jobs satisfaction, relationship with leader
and follower, and work engagement. Additionally, this literature review will cover key aspects of
how EI can be developed and trained, versus something a person is born with. The main point of
this study is to promote awareness and increase knowledge of EI in the workplace. Developed
and practiced EI will help leaders and employees grow and create synergy, which produces
excellence in communication. The study will include surveys and questionnaire’s so that the
results come straight from the field.
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
Emotional Intelligence (EI) is the mature capability to be able to recognize and manage one’s
own emotions and that of other’s. In today’s culture, emotional intelligence, is increasingly
getting worse where people are not able to control their emotion, especially in high stress
situations. When a crisis occurs, many people will panic, become frozen, or make permanent
decisions for a temporary problem. EI awareness needs to be researched and promoted just as
much as leadership skills do. EI is the core to ethical business decision-making.
Review of Literature
EI is said to be a competency in leadership role, but it is not talked about or trained
enough in the workplace. Leaders need to be prepared for important decision making and
employees need to be an effective and efficient asset to the team. Both of these concepts need EI
training and development in order for an organization to be successful. In Krén & Séllei (2021)
study, they found that there are four types of emotional intelligence models: ability based, trait
based, and two main mixed models. Whereas, Alzoubi & Aziz (2021) discuss that EI is
categorized in four scopes: self-awareness, self-management, social awareness, and relationship
awareness. Krén & Séllei (2021) took on a theoretical method which is the Swinburne University
Emotional Test and established Genos EI. This test was created by Gignac and the purpose of
this model was to extend it from close relationships to a wider scope. Gignac defined this
construct as “an ability to purposively adapt, shape, and select environments through the use of
emotionally relevant processes” (Krén & Séllei, 2021 pg. 2 para 1.1). There are many soft skills
that come with EI and Genos EI model believes - self-awareness, awareness of others,
authenticity, emotional reasoning, self-management, and inspiring performance are among the
most important skills (Krén & Séllei, 2021).
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
EI plays many roles in an organization and to have it be successful. Winton (2022),
suggests there is a link between leader-follower relationships and strategic decision making.
Winton (2022) explored a study that was done by completing a survey with 427 USA workers to
test the connection between follower and leader job fulfillment. The findings of this study
showed a direct correlation that EI contributed to higher levels of gratification. In contrast,
(Mindeguia et al., 2021) discussed a study that assessed leader’s transformational behavior and
team EI responses. In this study, data was collected from a couple sources: 1,566 managers
grouped into 188 teams and 4,564 employees. The facts showed the direct link on leader-
employees unity. Even though there is a strong relationship with leaders and employees, it shows
that most of these analysis’ still fall short and need further investigation. For example, there are
leadership styles that need to be looked at further, because if the study is only on an individual
level then it is not as equivalent. Thus, it cannot be thoroughly measured to get an accurate
analysis on how individual performance is impacted (Mindeguia et al., 2021). One idea that
Mindeguia et.al (2021) has explored is team emotional intelligence (TEI). TEI allows a team to
develop certain behaviors and standards to understand emotions, establish positive thinking, and
employees can share their emotional experiences. The results of this concept reveal that positive
emotions from leaders within an organization influence: commitment, productivity, and
creativity within the team (Mindeguia et al., 2021).
Another important study that was explored by Miao et al. (2021), was the relationship
between servant leadership and emotional intelligence. This study conducted many reviews of
literature over several decades, and the review concluded that servant leadership and EI led to
superior leader-follower relationships. For example, the study showed that respect increased and
empowerment and performance improvement were key areas that excelled (Miao et al., 2021).
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
Additionally, according to Miao et al. (2021) the meta-analysis indicated that organizations
should hire more people with servant leadership and EI strengths. In turn, the high EI leaders can
train and to equip their employees to handle day to day operations in a more efficient way. Some
great examples of leaders with high EI was shown in Pathak et al. (2021), in which the
importance of coping for leader’s, especially entrepreneurs, emotional well-being is generally
accepted. Research has showed that entrepreneurs are more successful due to them having a very
high level of EI. Pathak et al. (2021) also suggests that emotions are important in
entrepreneurship, and those that have high EI are great at problem solving and social skills. Thus,
leaders are able to cope more with stress and anxiety. In contrast, Zhao et al. (2022) identifies the
framework of stress and how this can affect decision making in the business. On the other hand,
when stress is low, it is easier for employees to be disengaged in their duties, so it is beneficial to
learn from mistakes when engaged in the operation. Although stressors may be a positive thing
by using EI, this can also propel employees to be more attentive and grow from failure, but if it
is too much stress it poses as a risk in performance (Zhao et al., 2022). Zhao et al. (2022)
explored the study of data that was taken out of high-tech industries in China because it was
most prevalent in overtime. These companies were also subjected to intense stress from
challenges in the companies, therefore; EI played a big role in handling their stress. The study
consisted of collecting 333 questionnaires from 500 enterprises, and there was a 45% response
rate (Zhao et al., 2022). The results revealed that learning from stressors was closely related to
learning from failure and EI increased from failure. That said, Pathak et al. (2021) article is
similar to Zhao et al. (2022) regarding how important it is to develop high EI in order to cope
with stress and making wise decisions as a leader or employee.
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
The military is another entity that studies are done to explore EI and how it affects
military members all across the world. In Garcia Zea, et al. (2020) article, it explores how there
is a strong link between the EI competency and leadership responsibilities. According to Garcia
Zea et al. (2020), EI can be taught, developed, and enhanced so that leaders can be more
efficient. Out of all the literature on EI, most if not all, articles show that EI can be taught and
developed. The author also goes on to discuss how research shows that high EI can reduce stress
and enhance military members mental health. Similar to military, the healthcare industry is also
subjected to high stress situations, so EI is critical to maintain readiness. Alotaibi & Aziz (2021)
explored a study where 500 questionnaires were distributed to nurses from five hospitals,
response rate was 34%. The results of the questionnaires came to no surprise in which there was
a strong relationship between EI, empowering relationships and work engagement. Like the
military, this study showed the nurses who have high EI and empowering leadership, they
demonstrated superior work engagement (Alotaibi & Aziz, 2020). The comparisons between
military and hospital sectors are very similar. According to Zea et al. (2020) both military and
hospital staff are under unpredictable circumstances; a situation can change for the worse in an
instant. Because it is so unpredictable, it is necessary to have high EI so that everyone can
manage tense emotions, which will allow for quick wise decision making (Zea et al., 2020).
Now that we discussed some methods, the results make perfect sense for a leader to have
high EI in order to be the best version of a leader role. Someone can intellectually be the
smartest, but if they are without a deep foundation of developed EI, then they will not be used to
their max potential. Shah et al. (2020), explores a very consistent study with the last two
discussed authors. This study consisted of a survey and was pulled from 432 pharmaceutical
sales professionals that lived in dangerous terrorism since the America-Afghan war post 9/11
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
(Shah et al., 2020). The results are consistent with many other surveys. According to Shah et al.
(2020, para 31) the study shows that “an emotionally intelligent person can understand the
causes and effects of their emotional experiences and develop tactics to reduce the impact of
stressors argued that such individuals are able to adapt to the stressor and felt emotions quickly.”
The authors went on to discuss that an emotionally intelligent person can produce different ways
to develop tactics to reduce any stress. Fear is controlled more, therefore, people are less likely to
suffer from emotional exhaustion (Shah et al., 2020). The authors discovered that most people do
not have a lifespan of EI excellence rather, they must be continually trained so that when
emotions arise (e.g. panic, worry, and irritation) they are able to manage these emotions
effectively. Furthermore, Shah et al. (2020) discovered that in order to manage employee
emotions and unsatisfactory behavior, leaders were making every effort to hire professional
counselors and mentors. The research suggested that having professionals embedded in the
organization will provide feedback for the leaders. The feedback would consist of workers
feelings and their issues and expectations from management. The mentors could assist in
lessening the impact of worry and negative behavior in the workforce (Shah et al., 2020).
Conclusion
In conclusion, there is one final question that covers this literature. Does emotional
intelligence really contribute to a better version of a leader? Over 20 articles have been
researched and the common theme and answer to this question is an astounding, yes! Research
articles have pulled data from all across the world, and the conclusion is humans from around the
globe are very similar when it comes to emotional intelligence. The research in this paper shows
that high EI is by-in-large one of the main core competencies in leadership success. The key
findings of these 10 articles are that if a leader demonstrates EI they will be more: self-aware,
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
productive, empowering, creative, compassionate, empathetic, passionate, and inspiring. There
are many more positive attributes, but those are top of the list. Numerous articles were explored
and there were differences in EI when comparing gender, age, and education level. For example,
the study explained that there isn’t enough research done to gauge the validity of females having
more EI than males. There will be more research done over the next decade, and there is no
doubt the key factors will be more specific on how EI contributes to an organization.
Finally, there are many contributions that the literature provides. Some of the
contributions include, a better understanding of how behavior can contribute to the people
around them, whether it be good or bad. Additionally, it demonstrates a “rallying cry” to have EI
researched more to expose the weaknesses in an organization. Moreover, the literature
contributes to keeping a main focus on sub-standard behavior, how to curb it, and enhancing the
development of leaders and their employees. Job performance is critical and even though EI has
been limited on research, the findings thus far have been favorable. The bottom line is everyone
needs to develop healthy EI, so that all can display a sense of self-control and self-awareness of
emotions. The ability to grow is an ability go—and be influential.
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LITERATURE REVIEW – EMOTIONAL INTELLIGENCE
REFERENCES
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