| The purpose of this quantitative correlational survey design study was to measure the relationships between the emotional intelligence (EI) of managers and the job satisfaction, affective organizational commitment (AOC), and turnover intent of their subordinates. The study was conducted at an Automotive Group in Rochester, New York, to address the organizational problem of employee turnover. The independent variable was the EI assessment score of managers using the Mayer-Salovey-Caruso Emotional Intelligence Test and the dependent variables were the job satisfaction, AOC, and turnover intention scores of the employees who report to these managers. The data suggested relationships between managers' EI branch scores of perceiving emotions, understanding emotions, using emotions, and managing emotions with subordinate outcomes. These relationships were not statistically significant. |
