CHAPTER FIVE

CONCLUSION AND RECOMMENDATION

The conclusion from Research Question One

1. What is the nature of emotional intelligence in organizational commitment?

The first research question was designed to identify the effects of emotional intelligence on organizational commitment.

All participants agreed that emotional intelligence impacts organizational commitment. They decided that if emotional intelligence can be used effectively, the employees will have more organizational commitment, and the inevitable success will emerge in organizations. Again, the participants answers indicated a positive relationship between emotional intelligence and organizational commitment, reinforcing previous studies (Gardner, 2003). that reported that individuals who score high in emotional intelligence are more committed to their organizations.

According to the given answers, the EI had a positive relationship with three organizational commitment components: affective commitment, continuance commitment, and normative commitment. The commitment of employees to remain in the organization will be high if the human resource managers or department heads are ready to satisfy their needs. The most effective Emotional Intelligence practices for the organizational commitment of organizations are:

• prioritizing emotional intelligence,
• developing greater self-awareness,
• practicing self-regulation,
• cultivating intrinsic motivation,
• trying to become more empathetic,
• improving social skills.

According to the participants answers, it is clarified that problematic implications of emotional intelligence in the workplace cause problems in managing cohesive, high-performing teams. Thus, emotional intelligences complex substances affect how employers and employees communicate with their teams and how employees communicate with each other. Suppose emotional intelligence is not applicated in any work organization. In that case, that organization will lack the capability of creating safe environments for exchanging ideas and feedback, productive teamwork and performance, high morale, employee engagement, job satisfaction, and managing workplace stress and conflict carefully.

The conclusion from Research Question Two

What is the experience of identifying emotional labor on organizational commitment?

The second research question was designed to explore the relationship between emotional labor on organizational commitment, and the participants answers were shared in the previous chapter. It is clearly indicated that Emotional Labor practices impact the organizational commitment of an organization, and it does matter a lot.

High and efficient level of emotional work (labor) gives employees more insight to behave more professionally and with that way they become committed to the organization they are working for. In this regard, instead of showing emotions directly, trying to be more professional and friendly to customers and co-workers would be the most effective way to be committed to an organization.

At the end, it is clarified that emotional labor itself is a big challenge for human beings. Although the emotional labor for the customers and the organization is a wanted thing, the effects of emotional labor within the organization and within working individuals may be largely negative (i.e., job dissatisfaction). These adverse effects directly affect the employees in the service encounters and spread to customers and organizations. Employees who also give effort for emotional labor experience stress, depression, panic disorder, psychological distress, and job dissatisfaction. These negative sides of the emotional labor also must be considered by the leaders of the organizations and it can be considered to be compensated with more positive workplace conditions, providing mental health help services, vacation, higher level of salary, gifts and so on.

Requirement:

please add discussion on results in above chapter.