The interaction of perceived organizational support and emotional intelligence: Mediated moderated effects on work outcomes

The purpose of this research study was to explore a conditional process through which the perception of organizational support relates to workers' intention to quit and performance. These relations were expected to be indirectly effected by workers' levels of job satisfaction and organizational commitment, and buffered by workers' levels of emotional intelligence, such that the relations would be weaker for employees possessing higher levels of emotional intelligence. Data was collected at a medium sized healthcare facility in south-central West Virginia through emailed surveys utilizing validated and empirically grounded scales for all constructs. The sample of 213 employees equated to a 20% response rate. The analysis of data was completed with PROCESS software (Hayes, 2013, 2014).;Results of the data analysis indicated that job satisfaction and organizational commitment did partially mediate the relation between perceived organizational support and intention to quit, and that emotional intelligence moderated the indirect effect of job satisfaction upon the organizational support and intention to quit relation. There was not support for emotional intelligence moderating the indirect effect of organizational commitment upon the organizational support and intention to quit relation.;These findings suggest that the effect of emotional intelligence upon common organization constructs may be incremental and supplemental, and more proximal to the job context. The study findings add insight to how emotional intelligence may influence employee perceptions of organizational support in relation with common organizational outcomes. Recommendations for future research and managerial implications were provided.