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Emotional intelligence and work engagement: the roles of work–life balance and job satisfaction

هوش هیجانی و درگیری شغلی: نقش‌های تعادل کار–زندگی و رضایت شغلی

Leila Canaan Messarra, Noura Yassine, Grace K. Dagher, Serena Azar

Humanities and Social Sciences Communications 2026
https://doi.org/10.1057/s41599-026-09064-0

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چکیده

This study examines how emotional intelligence (EI) affects work–life balance (WLB), job satisfaction, and work engagement among Lebanese employees, drawing on the job demands–resources (JD–R) and spillover theories. Data were collected through an online survey from 244 Lebanese employees and analyzed using partial least squares structural equation modeling (PLS-SEM). The results show that emotional intelligence positively predicts job satisfaction (β = 0.366, p < 0.001) and work engagement (β = 0.307, p < 0.001). Emotional intelligence also significantly predicts work–life balance (β = 0.251, p < 0.001). Furthermore, work–life balance and job satisfaction sequentially mediate the relationship between emotional intelligence and work engagement (indirect effect β = 0.046, p = 0.008), indicating partial mediation. These findings highlight the complementary roles of personal resources (emotional intelligence) and contextual resources (work–life balance) in shaping employee attitudes and behaviors. This research contributes to the limited literature and extends the study of emotional intelligence and employee well-being by offering fresh insights and practical implications. The research concludes with recommendations for policymakers by emphasizing the importance of aligning employee needs with organizational goals to create more effective and human-centered workplace policies. The study also includes limitations and recommendations for future research.

چکیده به فارسی

این مطالعه به بررسی تأثیر هوش هیجانی (EI) بر تعادل کار–زندگی (WLB)، رضایت شغلی و درگیری شغلی در میان کارکنان لبنانی می‌پردازد و از نظریه‌های تقاضا–منابع شغلی (JD–R) و سرریز بهره می‌گیرد. داده‌ها از طریق یک پرسشنامه آنلاین از ۲۴۴ نفر از کارکنان لبنانی جمع‌آوری و با استفاده از مدل‌سازی معادلات ساختاری حداقل مربعات جزئی (PLS-SEM) تحلیل شدند. نتایج نشان داد که هوش هیجانی به طور مثبت رضایت شغلی (β = ۰.۳۶۶، p < ۰.۰۰۱) و درگیری شغلی (β = ۰.۳۰۷، p < ۰.۰۰۱) را پیش‌بینی می‌کند. همچنین، هوش هیجانی به طور معناداری تعادل کار–زندگی (β = ۰.۲۵۱، p < ۰.۰۰۱) را پیش‌بینی می‌کند. افزون بر این، تعادل کار–زندگی و رضایت شغلی به صورت متوالی رابطه بین هوش هیجانی و درگیری شغلی را میانجی‌گری می‌کنند (اثر غیرمستقیم β = ۰.۰۴۶، p = ۰.۰۰۸) که نشان‌دهنده میانجی‌گری جزئی است. این یافته‌ها نقش‌های مکمل منابع فردی (هوش هیجانی) و منابع زمینه‌ای (تعادل کار–زندگی) را در شکل‌دهی نگرش‌ها و رفتارهای کارکنان برجسته می‌کند. این پژوهش به ادبیات محدود موجود افزوده و مطالعه هوش هیجانی و بهزیستی کارکنان را با ارائه بینش‌های نو و پیامدهای عملی گسترش می‌دهد. پژوهش با ارائه توصیه‌هایی برای سیاست‌گذاران و تأکید بر اهمیت همسویی نیازهای کارکنان با اهداف سازمانی به منظور ایجاد سیاست‌های محیط کار مؤثرتر و انسان‌محور به پایان می‌رسد. همچنین، محدودیت‌ها و پیشنهادهایی برای پژوهش‌های آتی ارائه شده است.

ترجمه‌ی خودکار برای آشنایی سریع؛ برای نقل و ارجاع، متن اصلی ملاک است.

موضوع‌ها و کلیدواژه‌ها

بهزیستیمحیط کارهوشemotional intelligenceJob satisfactionWork engagementwork-life balance

ارجاع

Messarra, L. C., Yassine, N., Dagher, G. K., & Azar, S. (2026). Emotional intelligence and work engagement: the roles of work–life balance and job satisfaction. Humanities and Social Sciences Communications. https://doi.org/10.1057/s41599-026-09064-0

(Messarra et al., 2026)

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گفت‌وگو

قوانین پرسش و گفتگو
  1. با احترام و بدون توهین، تحقیر، برچسب‌زنی یا حمله‌ی شخصی با دیگران گفتگو کنید.
  2. از نوشتن هرگونه اطلاعات هویتی یا قابل‌شناسایی مراجعان، بیماران یا اشخاص ثالث، از جمله نام، شماره‌ی تماس، تصویر، نشانی، محل کار یا جزئیات منحصربه‌فرد پرونده خودداری کنید.
  3. اگر درباره‌ی یک تجربه‌ی بالینی سؤال می‌کنید، اطلاعات را تا حد ممکن بی‌نام و کلی بیان کنید تا امکان شناسایی فرد وجود نداشته باشد.
  4. این بخش برای یادگیری و گفت‌وگوی علمی است و جایگزین ارزیابی، تشخیص، مشاوره یا روان‌درمانی شخصی نیست.
  5. در شرایط بحران یا خطر آسیب به خود یا دیگران، به این بخش اتکا نکنید و برای دریافت کمک فوری با اورژانس اجتماعی ۱۲۳ یا صدای مشاور بهزیستی ۱۴۸۰ تماس بگیرید.
  6. انتشار تبلیغات، معرفی خدمات شخصی، شماره‌ی تلفن، شناسه‌ی شبکه‌های اجتماعی، پیوند تبلیغاتی یا درخواست جذب مراجع در این بخش مجاز نیست.
  7. در بیان ادعاهای علمی، به‌ویژه درباره‌ی اثربخشی درمان‌ها، تشخیص یا یافته‌های پژوهشی، تا حد امکان نام منبع معتبر، مقاله یا راهنمای علمی را ذکر کنید.
  8. از ارائه‌ی تشخیص قطعی، تجویز درمان یا دارو و توصیه‌های بالینی شخصی به سایر کاربران خودداری کنید.
  9. پاسخ‌هایی که کارشناسان فکر بنیان می‌دهند با برچسب «پاسخ فکر بنیان» یا «کارشناس فکر بنیان» نمایش داده می‌شوند و سایر نوشته‌ها بیانگر نظر کاربران هستند.
  10. گزارش نوشته‌ی نامناسب: اگر نوشته‌ای حاوی نقض محرمانگی، محتوای آسیب‌زا، توهین، تبلیغ یا تخلف از این قوانین است، گزینه‌ی «گزارش» را انتخاب کنید تا تیم سایت بررسی کند.

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چکیده

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