Fostering Talent Retention Through Positive Work-Life Interactions
The Relationships Among Emotional Intelligence, Work-Life Enrichment, Affective Organizational Commitment and Turnover Intentions
Bibliographic Data
| ID | 13668356 |
|---|---|
| Authors | Mariana Cecilia Arraigada (0000-0002-5106-7200, National University of Mar del Plata, corresponding author), Lucas Pujol-Cols (0000-0002-8754-3416, Universidad Catolica del Maule, Talca, Chile; Consejo Nacional de Investigaciones Cientificas y Tecnicas (CONICET), Mar del Plata, Argentina), Guillermo E Dabos (0000-0002-4721-6023, Universidad Nacional del Centro de la Provincia de Buenos Aires (UNICEN), Business School, Tandil, Argentina) |
| Year | 2025 |
| Pages | 332941251363479-332941251363479 |
| Publication date | 2025-08-06 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Psychological Reports (JOURNAL) |
| Journal identifiers | ISSN: 0033-2941 • E-ISSN: 1558-691X |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/00332941251363479 |
| PMID | 40770968 |
| OpenAlex | W4413048478 |
| Language | EN |
| References cited | 64 |
The aims of the present study are twofold: (a) to develop and validate a multidimensional and bidirectional instrument to measure work-life enrichment (the MSW-LE), and (b) to examine the role of an emotional personal resource (i.e., emotional intelligence) in the relationships among work-life enrichment, affective organizational commitment and turnover intentions. This two-stage study is conducted using two independent samples of 280 and 231 Argentinian employees across diverse occupations and industries. Findings show that the MSW-LE exhibits adequate psychometric properties in terms of internal consistency, dimensionality, convergent validity, and discriminant validity. The results from the mediation analysis reveal that the hypothesized model provides an adequate fit to the data, χ2 (df = 29, N = 196) = 41.71, p > .05, CFI = .982, GFI = .960, TLI = .972, RMSEA = .047. Moreover, hypothesis testing demonstrates that the relationship between emotional intelligence and turnover intentions is sequentially mediated by work-life enrichment and affective organizational commitment. Taken together, the results indicate that emotional intelligence may activate emotional mechanisms that facilitate resource accumulation by fostering positive experiences of work-life enrichment and affective organizational commitment, which reduce employees' intentions to leave the organization. Thus, organizations may find that offering work-life enriching opportunities is an effective strategy for improving work experiences, retaining their most valuable employees, and lowering costs associated with turnover
Burnout · Consistency (knowledge bases · Developmental psychology · Discriminant validity · Emotional exhaustion · Emotional intelligence · Internal consistency · Mediation · Organizational commitment · Psychometrics · Structural equation modeling · Turnover · Applied Psychology · Clinical Psychology · Emotional Intelligence and Performance · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workaholism, burnout, and well-being
Introduction to Special Topic Forum
One hundred years of employee turnover theory and research.
Common method bias in applied settings
Emotional intelligence
A General Approach for Representing Constructs in Organizational Research
Missing Data Techniques for Structural Equation Modeling.
Commitment to organizations and occupations
Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover
The broaden–and–build theory of positive emotions
A three-component conceptualization of organizational commitment
Common method biases in behavioral research
Evaluating Structural Equation Models with Unobservable Variables and Measurement Error
Getting to the “COR”
Mediation Analysis
The interactive effects of role overload and resilience on family-work enrichment and associated outcomes
Work-nonwork balance
Measuring the positive side of the work–family interface
Emotions in the Workplace
Positive Emotions at Work
To predict and to explain
Statistical control in correlational studies
A meta‐analysis of the antecedents of work–family enrichment
Researchers as brokers
A New Incremental Fit Index for General Structural Equation Models
A Brief Guide to Structural Equation Modeling
Multiple Roles and Role Strain
Conservation of resources
Toward a Theory of Role Accumulation
| Highly cited | No |
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