The Role of Organizational Commitment as mediator between Emotional Intelligence, Job Satisfaction, Organizational Identity and Job Performance

Abstract

Introduction: this study examines mediating role of organizational commitment between emotional intelligence, job satisfaction, organizational identity, and the job performance among people who are employed in state-owned enterprises (SOEs) in the high-tech industry of China. Drawing on social exchange theory and resource conservation theory, the study aims to understand how these variables interact to influence job performance. Method: a quantitative questionnaire-based design using structural equation modeling (SEM) techniques was used to analyze the collected data obtained from 377 employees of Chinese state-owned enterprises (SOEs) in the Chinese high-tech industry. Results: analysis of data assessed relationships developed in the research model. Results indicate that the mediating variable organizational commitment (OC) is significant in explaining most of the relationships. Based on current findings, several theoretical and practical implications have been discussed and some suggestions for future research have been made. These results suggest that job performance (JP) can be effectively improved by enhancing organizational commitment (OC). Organizational commitment (OC) plays an important mediating role between emotional intelligence (EI), the job satisfaction (JS), the organizational identity (OI) and the job performance (JP). Conclusions: this study was applied to a developing country’s high-tech sector with a moderate sample size and significant results. As a result, practical recommendations are provided for scholars and practitioners in high-tech state-owned enterprises.