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Abstract
Emotional intelligence is a new construct of investigation in the field of organizational psychology. The purpose of this study was to investigate the relationship between emotional intelligence and three work-related attitudes. It was hypothesized that the interactional justice perceptions of direct reports would mediate the relationships between emotional intelligence of managers and both direct reports' satisfaction with managers and direct reports' organizational commitment.
A total of 97 employees from five large organizations in southern California completed self-report questionnaires. The results of the study indicated significant correlations between direct reports' interactional justice perceptions, organizational commitment and satisfaction with managers. Emotional intelligence of the managers was not found to be related to any of the work-related attitudes of the direct reports. The significant results emphasize the importance of diversity and interpersonal skills training in organizations. Additional implications and directions for future research are discussed.
