The Relationship between Emotional Intelligence and Intention to Turnover Mediated by Job Satisfaction and Perceived Organizational Support

The present study aimed to investigate the complex interplay of factors affecting employee turnover by developing a structural equation model. Key variables included job satisfaction, emotional intelligence (EI), and perceived organizational support. A stratified random sample of 112 employees from Tamin Ejtemayee organization in Isfahan province was selected to participate in the study. During the study, participants completed questionnaires to assess their job satisfaction, their Emotional Intelligence, their perception of organizational support, and their intent to leave. Data were analyzed using structural equation modeling with AMOS-22 software. Initial model testing showed the need for revisions. The final model, incorporating adjustments to model components, demonstrated excellent fit indices. The results indicated that emotional intelligence indirectly affected turnover intentions through its mediating effect on job satisfaction. Furthermore, perceived organizational support exerted direct and indirect effects on the turnover intentions, partially mediated by job satisfaction. The model explained 39 percent of the variance in turnover intention. These findings underscore the importance of fostering job satisfaction, and providing perceived organizational support to mitigate employee turnover. Organizations can benefit from implementing strategies that enhance employee well-being and create a positive work environment.