Examining the Impact of Emotional Intelligence on Employee Well-Being and Employee Engagement in the Digital Era

  • Pramila Pudasaini Thapa
  • Hari Rana
  • Özge Ucar
  • Josana Khana
  • Kapil Amgain
Keywords: Digital era, Emotional intelligence, Employ engagement, Employ well-being


Introduction: Employee Well-Being (EWB) and Employee Engagement (EE) are crucial for a healthy workplace, but concern about Well-Being (WB) and EE are still prevalent. Emotional intelligence (EI) can help regulate and recognize emotions, and this study examines its impact on EWB and EE in the Digital Era (DE), considering socio-demographic factors.

Methods: This study used a self-administered survey to gather the data and combined a quantitative method with a descriptive cross-sectional research design. The study made use of a variety of tools, including the employee engagement scale (EES), which was used to assess EE, the emotional intelligence scale (EIS), which was used to measure EI, and the functional well-being score from the World Health Organization (WHO), which was used to measure EWB. All the tools used in the study have been validated and are reliable, as determined by Cronbach’s alpha and other statistical analyses

Results: The findings demonstrated that emotional intelligence (EI) significantly impacts employee well-being (EWB) and employee engagement (EE). H1 was accepted through Pearson correlation (P > 0.005, R = 0.065, R² = 0.004, and adjusted R² = 0.001), while H2 was supported by regression analysis (P >0.005, R = 0.717, R² = 0.514, and adjusted R² = 0.512). These findings highlight that EI is a predictor of EWB and EE, as well as a factor associated with years of work experience.

Conclusion: The findings suggest that EI plays a crucial role in determining EWB and EE. The study also highlighted the association between EI and years of work experience. These results imply that developing and enhancing EI competencies could positively impact EWB and EE, thereby improving job satisfaction and organizational outcomes. However, the study's limitations include a small sample size and a cross-sectional design, which limits the generalizability of the findings. Further research could explore the causal relationship between EI, EWB, and EE and identify potential interventions to enhance EI in the workplace.