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" Emotional Intelligence, Organizational Commitment, and Turnover Intentions in Marketing Organizations "
Bryson, Michele R.
Craven, Annette E.
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Latin Dissertation
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| Language of Document
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English
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| Record Number
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1052538
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| Doc. No
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TL51655
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| Main Entry
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Bryson, Michele R.
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| Title & Author
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Emotional Intelligence, Organizational Commitment, and Turnover Intentions in Marketing Organizations\ Bryson, Michele R.Craven, Annette E.
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| College
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Capella University
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| Date
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2019
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| Degree
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D.B.A.
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| student score
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2019
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| Note
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156 p.
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| Abstract
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This explanatory quantitative study examined the relationship of emotional intelligence and turnover intentions within marketing organizations in the United States as well as the mediating effect of organizational commitment upon that relationship. Previous research examined the mediation effect of organizational commitment upon emotional intelligence and turnover intentions in Pakistan’s telecom industry. A study that examines these relationships in the United States among nonmanagement employees had not been done. The theoretical framework involved the emotional intelligence traits and organizational commitment as a mediating construct that furthers the contributions of previous research. The methodology consisted of survey questionnaires administered to a random sample of 148 nonmanagement employees who were 18 years of age or older, and worked in the marketing field in the United States for a minimum of 12 months. A priori testing indicated that a minimum sample size of 146 participants would provide a power of 0.95 with a medium effect size. ANOVA, multiple linear regression, Sobel, and the four step process of mediation were used to test and analyze the data. The results of the research indicated that organizational commitment does not significantly mediate the relationship of emotional intelligence and turnover intentions in the United States. However, the organizational commitment subscales showed a significant direct negative effect to predict turnover intentions: affective commitment (p < .05), continuance commitment (p < .010), and normative commitment (p < .010). The results also showed that emotional intelligence itself had a significant direct negative effect (p < .010) on turnover intentions. Recommendations for further research is to include managers, demographical data, and qualitative research. The findings of this research study could be compared with the new information to determine the similarities and differences found in the results.
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| Descriptor
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Business administration
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Psychology
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Sociology
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| Added Entry
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Craven, Annette E.
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| Added Entry
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Capella University
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