The Relationship of Emotional Intelligence, Depression, Anxiety and Stress to Work-Life Balance Among Malaysian Army Personnel

The increased awareness of work-life balance among employees lately shows that this factor is getting more and more attention in organizations. This phenomenon occurs as a result of recorded mental health cases increasing and becoming one of the challenges for the country until the Malaysian government has detailed this issue in the Health White Paper which is the national health reform plan. The quality of work and well-being of life that affect mental health can usually be affected by various factors including emotional factors, excessive workload and work stress. The focus of this study is to identify the relationship between emotional intelligence, depression, anxiety and stress on work-life balance among the Malaysian Army (TDM). A total of 995 TDM members throughout Malaysia were selected as respondents for this study. The research instrument used is a set of questionnaires to measure the level of emotional intelligence, depression, anxiety, stress and work-life balance. The data analysis of this study uses descriptive analysis and correlation between variables to measure the influence of the relationship between the factors of emotional intelligence, depression, anxiety and stress on work-life balance among TDM members. The findings of the study found that the dimensions of emotional intelligence, which are knowing the emotions of others (OEA), using emotions (UOE) and controlling emotions (ROE) have a positive significant relationship with work and life balance while the dimension of assessing one's own emotions (SEA) does not have a significant relationship. Depression, anxiety and stress variables have a negative significant relationship with work-life balance. These results show that elements of emotional intelligence, depression, anxiety and stress can have a direct impact on well-being among TDM members. The strengthening of psychological elements among TDM members needs to be prioritized by the leadership through the organization of appropriate programs and training as one of the approaches to empowering human capital in the organization.