Emotional intelligence and engagement

Description

Problem. Work engagement has emerged as a central construct in organizational psychology, yet research on its antecedents has relied predominantly on net-effect models that assume emotional competencies operate in compensatory, additive ways. Whether specific emotional intelligence (EI) dimensions function as non-compensatory necessary conditions — thresholds below which engagement cannot emerge regardless of other resources — remains largely unexplored, constraining both theoretical development and evidence-based human resource development (HRD) practice. Solution. This study integrates Partial Least Squares Structural Equation Modeling (PLS-SEM) and Necessary Condition Analysis (NCA) to examine the predictive and necessary-condition roles of five EI dimensions on work engagement among employees of a Brazilian credit cooperative. Emotional intelligence explained 51.0% of engagement variance. Stakeholders. HRD scholars, organizational leaders, HR managers, and practitioners interested in EI development and work engagement will benefit from the differentiated typology of EI dimensions derived from the integrative PLS-SEM–NCA framework.

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Institutions

• Universidade Presbiteriana Mackenzie

  São Paulo, São Paulo

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