Browsing by Author "Ayenew Diress"

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    Unpacking The Link Between Perceived Manager Emotional Intelligence and Employee Turnover Intention: Exploring A Parallel Sequential Mediation Through Employee Job Satisfaction, Affective Organizational Commitment, And Workplace Happiness in Case of Abay Bank Employees
    (AAU, 2025-06-23) Ayenew Diress; Zelalem G/tsadik(PhD)
    This study examined the critical role of Perceived Manager Emotional Intelligence (EI) in shaping key employee outcomes within Ethiopia's banking sector, with a specific focus on Abay Bank SC. Grounded by many theories on the area, the researcher investigated how emotionally intelligent leadership (EI) influences employee Turnover Intention (TIS) and examined the novel Parallel sequential mediation effect of employee job satisfaction (JS), affective commitment(AOC) and workplace happiness(HAW) in the relationship. Quantitative research approach was used in this study, primary data was collected via online surveys (Google Forms) and distributed to bank employees, to measure employees‟ perceptions of managerial EI and its effect on workplace attitudes. The findings revealed strong positive relationships between PMEI and both JS (β = 0.581, p < 0.001) and AOC (β = 0.570, p < 0.001), confirming that employees who perceive their managers as emotionally intelligent report better job satisfaction and stronger emotional attachment to the organization. Notably, AOC emerged as the dominant mediator between PMEI and HAW, accounting for 78% of the total effect, while JS played a secondary mediating role (22%). Furthermore, the study established a significant negative association between HAW and TIS (β = -0.410, p < 0.001), indicating that happier employees are less likely to consider leaving their jobs. The parallel sequential mediation analysis demonstrated that PMEI indirectly reduces TIS through two pathways: EI → JS → HAW → TIS and EI → AOC → HAW → TIS, highlighting the interconnected nature of these workplace dynamics. The study‟s conclusions emphasized the strategic importance of emotionally intelligent leadership in Ethiopia‟s competitive banking environment. Managers who exhibit core emotional intelligence competencies like self-regulation, self-awareness, motivation, empathy, and social skills create work environments that boost employee well-being, strengthen organizational commitment, and mitigate turnover risks. These findings carry practical implications for HR policy makers and leadership development programs. Ultimately, this study contributed to the growing body of evidence that emotionally intelligent leadership is a key driver of employee job satisfaction, affective commitment, workplace happiness, employee retention and organizational success in the banking sector