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Purpose The purpose of the study was to examine the role of emotional intelligence (EI) in enhancing job satisfaction (JS) and organizational commitment (OC) among construction project employees. This research aimed to uncover the direct and indirect effects of EI on JS and OC as well as the mediating role of JS, thus contributing to a deeper understanding of the interplay between these variables within the construction industry context. Design/methodology/approach In this study, the relationship between emotional intelligence (EI), job satisfaction (JS), and organizational commitment (OC) was evaluated in the construction projects. The total of 424 employees were invited to participate in the research through email and face-to-face methods from top-rated construction companies in Tehran, Iran. The final 362 responses were collected and analyzed using Smart PLS 3 through structural equation modeling (SEM). The results showed a significant positive effect of EI on both JS (0.945) and OC (0.925), while JS had a moderate positive impact on OC (0.073). The study also highlighted the mediating role of JS in the relationship between EI and OC, with a total indirect effect of 0.069. These findings suggest the significant role of EI in the decisive satisfaction and commitment of employees within the distinctive environment of the construction industry. Findings The study employed a quantitative research methodology, utilizing a survey-based approach to collect data from construction project employees. Structural equation modeling (SEM) was used to analyze the relationships between EI, JS, and OC, providing robust statistical evidence on both the direct and indirect effects of EI on JS and OC. The findings revealed that EI has a significant positive effect on both JS and OC, with coefficients of 0.945 and 0.925, respectively. Additionally, job satisfaction (JS) was found to have a moderate positive impact on OC with a coefficient of 0.073. The study also highlighted the mediating role of JS in the relationship between EI and OC, with a total indirect effect of 0.069. Research limitations/implications The research is limited to the construction industry in Tehran, Iran, which may restrict the generalizability of the findings to other regions or industries. Additionally, the study relied on self-reported measures, which could introduce bias. Practical implications For construction companies, the findings suggest the value of developing and implementing programs aimed at enhancing employees’ emotional intelligence. Such initiatives could lead to increased job satisfaction and organizational commitment, ultimately improving overall organizational performance. Social implications Improving emotional intelligence within the workforce has broader social implications, as it can contribute to better work environments and enhanced employee well-being. A workforce that is more emotionally intelligent and satisfied is likely to experience lower turnover rates, leading to greater organizational stability. Originality/value The results of the research demonstrated that emotional intelligence has a significant influence on organizational commitment and job satisfaction of construction project employees. Additionally, the test results indicated that all EI dimensions, including self-awareness, self-management, social awareness, and relationship management, significantly affect organizational commitment and its components, namely, continuance commitment, affective commitment, and normative commitment. EI had the greatest impact on continuance commitment. Furthermore, considering JS as a mediating factor, the results revealed a significant effect on OC.
Reisi et al. (Fri,) studied this question.