Determining the impact of emotional intelligence and psychological contract violation on work wellness

Abstract

From previous literature it becomes evident that a link can exist between emotional intelligence (EI) and psychological contract violation (PCV), as both these constructs are linked to work wellness, which includes job satisfaction, satisfaction with life, affective wellbeing, irritation, and intention to leave. When the psychological contract is breached it triggers an emotional intelligence response, thus indicating a link between emotional intelligence and psychological contract violation. The general objective of this study was to determine the relationship between emotional intelligence and psychological contract violation. Furthermore, the study aimed at determining whether emotional intelligence has a moderating effect on psychological contract violation and work wellness. A cross-sectional approach was followed with a sample of N=224 from mining and engineering companies. The measurement instruments used included the Psychological Contracts Across Employment Situations (Psycones) and the Schutte Self Report Emotional Intelligence Test (SSEIT). A correlation approach was followed in order to establish the relationships of the three constructs with one another and structural equation modeling (SEM) with a view to examine the predictive statistics, as well as to examine the structural and causal model in Article 1 and Article 2. In Article 1 the objective was to determine whether a link exists between psychological contract violation and emotional intelligence. It also aimed at determining whether emotional intelligence could be a predictor of psychological contract violation. These objectives were achieved in Article 1. The results indicated that a small correlation exists between the two constructs. Furthermore, the results indicated that emotional intelligence predicts psychological contract violation. Article 2 aimed at determining whether emotional intelligence is a moderator of psychological contract violation and work wellness. It further aimed at establishing the impact of these three constructs on each other. The results indicated that emotional intelligence is not a moderator of psychological contract violation and work wellness. Fortunately, another model emerged that indicated that emotional intelligence is a partial mediator of the relationship between psychological contract violation and work wellness