Page 3476

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

Emotional Intelligence and Work-Life Balance among Employees:

A Comparative Study Based on Gender and Job Type

Sushree Pallabi Mishra.,

Alaka Pattnaik, P.G., *

Mousumi Sethy

Department of Psychology, Utkal University, Bhubaneswar, Odisha

Assistant Professor, Department of Psychology, Utkal University, Bhubaneswar, Odisha

*Corresponding Author

DOI: https://doi.org/10.51583/IJLTEMAS.2026.150600256

Received: 10 July 2026; Accepted: 15 July 2026; Published: 03 August 2026

ABSTRACT

Workplace demands have grown steadily more complex, and the capacity of employees to regulate emotion

while sustaining a workable boundary between professional and personal domains has become a matter of

practical as well as theoretical interest. This paper examines the association between emotional intelligence

and work-life balance among 134 full-time employees drawn from technical and non-technical occupations,

and additionally tests whether gender and occupational category shape either construct independently or in

combination. Emotional intelligence was measured using the Wong and Law Emotional Intelligence Scale,

and work-life balance was assessed through an adapted version of Hayman’s three-dimensional scale. Pearson

correlation revealed a moderate, statistically significant positive association between emotional intelligence

and work-life balance (r = .331, p < .001), suggesting that employees who read and manage their own

emotional states with greater facility also report a more sustainable balance between work and personal

commitments. A 2 × 2 factorial ANOVA indicated a significant main effect of gender on emotional

intelligence, with male employees reporting somewhat higher scores than female employees, while job type

produced no discernible effect and the gender-by-job-type interaction remained non-significant. Work-life

balance, by contrast, did not vary meaningfully by gender, job type, or their interaction. These results are

discussed with reference to the Conservation of Resources framework and existing literature on emotional

competence in Indian organizational settings, and practical implications for workplace training are outlined.

Keywords: emotional intelligence, work-life balance, gender, occupational type, employees

INTRODUCTION

Ask any working adult what makes a job bearable over the long run, and the conversation rarely stays confined

to salary or job title for long. It drifts, almost inevitably, toward how much of oneself the job consumes:

whether there is still energy left at the end of the day for family, rest, or simply doing nothing in particular.

This drift is not incidental. It points toward a genuine psychological tension between the emotional resources

a person brings to work and the boundaries that person is able to protect once the workday nominally ends.

Emotional intelligence, understood here through the ability-based framework refined by Mayer and

colleagues and operationalised for workplace research by Wong and Law (2002), refers to the capacity to

perceive, use, understand, and regulate emotional information (one’s own as well as that of others) in the

service of thought and action. It is not synonymous with a pleasant disposition, nor is it merely a personality

trait dressed up in cognitive language. It functions, in practice, as a resource: something a person draws upon

when circumstances at work turn demanding, ambiguous, or interpersonally fraught.

Page 3477

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

Work-life balance, meanwhile, has moved a considerable distance from its earlier framing as a simple tug-of-

war between career obligations and domestic ones. Hayman’s (2005) three-part conceptualisation,

encompassing work interfering with personal life, personal life interfering with work, and the possibility that the two

domains might actually enrich one another, captures a more textured reality than the conflict-only models that dominated research

in the 1980s and 1990s. An employee’s sense of balance is rarely a single number; it is a composite of how much work leaks into

evenings and weekends, how much home life bleeds back into working hours, and whether either domain leaves the person better

equipped for the other.

The link between these two constructs is not merely intuitive; it has a reasonably well-articulated theoretical basis in Hobfoll’s

(1989) Conservation of Resources theory, which treats stress as arising when resources are threatened, lost, or insufficiently

replenished relative to the demands placed on a person. Emotional intelligence, in this view, operates as a personal resource that

either cushions the depletion caused by work demands or helps a person recover more quickly once depleted. A person who can

name what they are feeling, interpret the emotional signals of colleagues accurately, and regulate frustration before it spills into

behaviour is, plausibly, better positioned to keep work stress from colonising personal time.

Yet the empirical picture connecting emotional intelligence to work-life balance remains somewhat scattered across occupational

sectors, national contexts, and demographic subgroups, with relatively few studies examining both gender and occupational

category as joint influences within a single design. The present paper addresses this gap directly, using data collected from a mixed

sample of technical and non-technical employees, to ask two related questions: how strongly are emotional intelligence and work-

life balance associated, and do gender or job type account for meaningful variation in either construct.

REVIEW OF LITERATURE

Emotional Intelligence as a Coping Resource

A recurring theme across the literature is that emotionally intelligent individuals do not so much avoid stress

as metabolise it more efficiently. Nanda and Randhawa (2020) proposed a sequential model in which

emotional intelligence functions as an antecedent to work-life balance, which in turn shapes broader indicators

of occupational well-being. Their argument rests on the premise that emotional skill is not incidental to

balance but causally prior to it: a person first has to manage the internal experience of stress before they can

meaningfully protect external boundaries. Complementary work by Joyce and colleagues, drawing on

expectancy-based reasoning, similarly frames emotionally skilled individuals as more adaptable when

confronted with unplanned demands, which reduces the likelihood of burnout translating into home-life

disruption.

Sector-specific studies lend some texture to this general claim. Naz et al. (2021), working with a sample of

female university teachers, found that emotion regulation and empathic accuracy were associated with a more

manageable balance between professional and domestic obligations, an effect they attributed to reduced

occupational stress rather than to any direct behavioural mechanism. Ahmad et al. (2022), studying working

women more broadly, reported a similar pattern: composure under pressure correlated with better self-

reported balance. In a sector where the boundary between home and office has become notoriously porous,

Kumar and Das (2022) observed that IT professionals navigating hybrid arrangements in the post-pandemic

period relied on emotional intelligence to negotiate the blurred line between the two domains, essentially

treating emotional skill as a substitute for the physical boundary that a separate office once provided.

Evidence from Indian Organizational Settings

Because the present sample is drawn from an Indian occupational context, findings from Indian-specific

research warrant particular attention. Pandey and Garg (2009), examining software professionals in the Delhi

NCR region, linked empathy and self-regulation to more effective multitasking between job and home

responsibilities, while also noting that organisational provisions such as flexible scheduling amplified this

effect, a reminder that individual-level emotional skill does not operate in an organisational vacuum. Debnath

et al. (2021), working with healthcare professionals in eastern India, reported that emotional intelligence

mattered for balance across the sample as a whole but that women in the sample experienced comparatively

Page 3478

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

greater difficulty, a pattern the authors traced to persisting expectations around domestic labour rather than to

any deficit in emotional skill itself.

Kaur and Sharma (2015) found that among IT professionals in Chandigarh, higher emotional intelligence

corresponded with better stress management and, by extension, a cleaner separation between work demands

and personal time. Mishra and Mohapatra (2010), examining private-sector employees in Odisha (the same

broad geographic and occupational context relevant to the present study), reported that higher emotional

intelligence tracked with greater satisfaction regarding the work-personal life relationship.

Taken together, this body of work converges on a fairly consistent conclusion: emotional intelligence assists

in balancing occupational and personal demands regardless of sector or geography, even as the precise

mechanism (stress reduction, boundary management, or interpersonal facilitation) varies somewhat from

study to study.

Gender and Occupational Differences

The literature on gender differences in emotional intelligence is considerably less settled. Some studies report

a female advantage in empathic accuracy alongside a male advantage in self-regulation and impulse control

(Bar-On, 1997), while others, using more tightly validated instruments, find negligible differences once

measurement artefacts are accounted for (Arar & Oneren, 2021).

Findings on work-life balance by gender are somewhat more consistent, with women frequently reporting

greater work-family conflict, a pattern attributed largely to the disproportionate share of domestic and

caregiving responsibilities women continue to bear across many cultural contexts (Allen et al., 2000). Pandey

and Garg (2009) documented greater conflict among female software professionals relative to male

counterparts despite comparable working conditions, while Debnath et al. (2021) reported a similar

asymmetry among healthcare workers. Interestingly, Kaur and Sharma (2015) found no meaningful gender

difference in work-life balance among IT professionals specifically, raising the possibility that occupations

with uniformly high demands may flatten gender-based disparities that would otherwise appear.

Comparisons between technical and non-technical employees remain comparatively underexplored.

Technical roles are often characterised by irregular hours, project-driven deadlines, and an expectation of

after-hours availability (Kaur & Sharma, 2015; Rao & Chandraiah, 2012), while non-technical roles more

often involve sustained emotional labour and structured but relationally demanding schedules (Debnath et al.,

2021). Whether these structurally different sources of strain translate into measurable differences in emotional

intelligence or work-life balance has not been tested extensively within a single factorial design, which is one

of the specific gaps this paper addresses.

Rationale and Objectives

Much of the existing research either treats emotional intelligence and work-life balance as a simple bivariate

pair without attention to demographic moderators, or examines gender and occupational differences without

situating them alongside the emotional intelligence and work-life balance relationship itself. Combining both

lines of inquiry within a single Indian sample, spanning both technical and non-technical roles, offers a more

integrated picture and allows the relative contribution of demographic category to be weighed against the

strength of the underlying psychological association.

Objectives:

1. To examine the association between emotional intelligence and work-life balance among employees.

Page 3479

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

2. To examine whether gender and job type, independently or interactively, produce significant differences in

emotional intelligence.

3. To examine whether gender and job type, independently or interactively, produce significant differences in

work-life balance.

METHOD

Design and Sample

The study followed a quantitative, cross-sectional design, combining a correlational analysis with a 2 × 2

between-subjects factorial comparison (gender × job type). A convenience sample of 134 full-time employees

was recruited through professional networks and social media channels aimed at working professionals. The

sample comprised 71 men (53.0%) and 63 women (47.0%); 70 participants (52.2%) held technical roles and

64 (47.8%) held non-technical roles. Across the four gender-by-job-type cells, sample sizes were reasonably

balanced: male-technical (n = 40), male-non-technical (n = 31), female-technical (n = 30), and female-non-

technical (n = 33).

Measures

Emotional intelligence was assessed using the 16-item Wong and Law Emotional Intelligence Scale (WLEIS;

Wong & Law, 2002), which yields four subscale scores (Self-Emotion Appraisal, Others’ Emotion Appraisal,

Use of Emotion, and Regulation of Emotion) as well as a composite score. Internal consistency in the present

sample was strong (α = .88). Work-life balance was measured with an adapted 10-item version of Hayman’s

(2005) scale, capturing work interference with personal life, personal life interference with work, and work-

personal life enhancement; reliability in this sample was acceptable (α = .79). Both instruments used a five-

point response format ranging from strongly disagree to strongly agree, with negatively worded items reverse-

scored prior to computing composite values.

RESULTS

Descriptive Overview

Employees in the sample reported relatively high emotional intelligence overall (M = 3.81, SD = 0.57) against a somewhat more

modest average level of work-life balance (M = 3.24, SD = 0.53), on a five-point scale where the midpoint of 3.0 represents a

neutral position. The gap between these two averages is worth pausing on: it suggests that whatever emotional resources employees

bring to the table, translating that capacity into a genuinely balanced daily life proves comparatively harder to achieve.

Table 1 Descriptive Statistics for Emotional Intelligence and Work-Life Balance (N = 134)

Variable

Emotional Intelligence

3.81

0.57

Work-Life Balance

3.24

0.53

Note. M = Mean; SD = Standard Deviation. Both variables were measured on a five-point Likert-type scale.

Page 3480

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

Association Between Emotional Intelligence and Work-Life Balance

A statistically significant, moderate positive correlation emerged between emotional intelligence and work-

life balance, r = .331, p < .001. Employees who scored higher on emotional intelligence tended also to report

a more favourable balance between their work and personal commitments. The magnitude of this relationship,

while meaningful, falls short of suggesting that emotional intelligence alone determines how balanced an

employee’s life feels. Roughly 11% of the variance in work-life balance is shared with emotional intelligence,

leaving the bulk of variation attributable to other factors, whether organisational, structural, or purely

situational.

Table 2 Correlation Between Emotional Intelligence and Work-Life Balance

Variable

1. Emotional Intelligence

—

.331***

2. Work-Life Balance

—

Note. *** p < .001.

Gender and Job Type Effects on Emotional Intelligence

The factorial ANOVA revealed a statistically significant main effect of gender on emotional intelligence, F

(1, 130) = 5.72, p = .018, with male employees (M = 3.94) scoring somewhat higher than female employees

(M = 3.70). Job type produced no significant effect, F(1, 130) = 1.89, p = .172, nor did the interaction between

gender and job type, F(1, 130) = 0.58, p = .446. Cell means were as follows: male-technical employees

recorded the highest average (M = 4.01, SD = 0.52), followed by male-non-technical employees (M = 3.81,

SD = 0.53), female-technical employees (M = 3.71, SD = 0.52), and female-non-technical employees (M =

3.66, SD = 0.66). The effect size associated with gender was modest (partial η² ≈ .04), indicating that while

the difference reached statistical significance, gender accounts for only a small proportion of the total

variability in emotional intelligence scores.

Page 3481

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

Table 3 Two-Way ANOVA Results: Emotional Intelligence by Gender and Job Type

Source

Gender

1.783

5.72

.018*

Job Type

0.589

1.89

.172

Gender × Job Type

0.182

0.58

.446

Error

40.559

130

0.312

—

Total

43.114

133

—

Note. SS = Sum of Squares; MS = Mean Square. * p < .05.

Gender and Job Type Effects on Work-Life Balance

Unlike emotional intelligence, work-life balance showed no significant variation by gender, F(1, 130) = 0.16,

p = .693, job type, F(1, 130) = 0.05, p = .830, or their interaction, F(1, 130) = 1.25, p = .267. Group means

clustered closely around the sample average: male-technical (M = 3.31, SD = 0.68), male-non-technical (M

= 3.21, SD = 0.67), female-technical (M = 3.14, SD = 0.58), and female-non-technical (M = 3.29, SD = 0.54).

None of these differences approached conventional thresholds of significance, suggesting that within this

sample, perceptions of work-life balance were experienced comparably across gender and occupational lines.

Table 4 Two-Way ANOVA Results: Work-Life Balance by Gender and Job Type

Source

Gender

0.061

0.16

.693

Job Type

0.018

0.05

.830

Page 3482

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

Gender × Job Type

0.486

1.25

.267

Error

50.724

130

0.390

—

Total

51.289

133

—

Note. SS = Sum of Squares; MS = Mean Square. None of the effects reached statistical significance at p <

.05.

DISUSSION

The central finding of this study, a moderate, significant positive correlation between emotional intelligence

and work-life balance, sits comfortably alongside a substantial body of prior research (Nanda & Randhawa,

2020; Naz et al., 2021; Kaur & Sharma, 2015; Mishra & Mohapatra, 2010). It reinforces the idea, grounded

in Conservation of Resources theory, that emotional skill functions as a personal reservoir that employees

draw upon to prevent occupational stress from spilling uncontrollably into personal time. What the correlation

does not establish, and what a cross-sectional design cannot resolve, is the direction of this relationship. It is

entirely plausible that better balance itself supports the development or expression of emotional competence,

rather than the reverse; a person with ample personal time and lower chronic stress may simply have more

cognitive bandwidth available for accurate emotional appraisal in the first place.

The gender effect on emotional intelligence, while statistically significant, deserves a cautious reading given

its modest effect size. Male employees in this sample scored higher on average, a pattern that diverges

somewhat from research emphasising a female advantage in empathic and interpersonal domains (Bar-On,

1997) but aligns more closely with studies reporting a male edge specifically in self-regulation and composure

under pressure (Arar & Oneren, 2021). Because the WLEIS weights self-regulation and self-appraisal

alongside interpersonal appraisal, the composite score may be obscuring subscale-level nuance: it remains

possible, for instance, that women in this sample scored comparably or higher on interpersonal appraisal while

trailing on regulation, a pattern that a composite score alone cannot reveal.

Perhaps the more striking result is the absence of any gender difference in work-life balance, a finding that

runs counter to a considerable amount of prior literature documenting greater work-family conflict among

women (Allen et al., 2000; Pandey & Garg, 2009; Debnath et al., 2021). Several explanations seem plausible.

The present sample skewed toward relatively young, well-educated, full-time professionals, a demographic

Page 3483

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

that may experience less domestic burden asymmetry than more representative working populations, or that

may simply be earlier in family-formation stages where caregiving demands have not yet intensified. It is also

possible that occupations requiring a baseline level of professional qualification, as most roles in this sample

did, tend to normalise workload expectations across genders in ways that less formalised sectors do not. Kaur

and Sharma’s (2015) finding of no gender gap among IT professionals offers a partial precedent for this

pattern, hinting that occupations with uniformly high demands might compress gender-based differences that

would otherwise emerge in more heterogeneous samples.

The null effect of job type on both constructs is, in its own way, an informative result. Despite a reasonably

intuitive expectation that technical roles, with their irregular hours and after-hours availability norms (Rao &

Chandraiah, 2012), would produce lower work-life balance than non-technical roles, no such difference

materialised here. One interpretation is that non-technical roles carry their own less visible burdens,

particularly sustained emotional labour and relational accountability (Debnath et al., 2021), which may offset

any structural advantage those roles hold in terms of predictable hours. Another, more mundane possibility is

that occupational category, as a single binary variable, is too blunt an instrument to capture the actual variation

in workload and autonomy that exists within both technical and non-technical job families.

Implications

For organisations seeking to support employee well-being, these findings offer a fairly direct set of takeaways:

• Because the emotional intelligence and work-life balance relationship held regardless of gender or

occupational category, interventions built around emotion regulation training need not be tailored

separately for different demographic groups.

• A single, organisation-wide programme targeting emotional self-awareness and regulation is likely

to carry benefits across the workforce rather than only within specific subgroups.

• At the same time, the modest but real gender gap in emotional intelligence, however it should

ultimately be interpreted, suggests that any such training might usefully include components on

interpersonal emotional appraisal, given that this is one dimension where the composite gender

difference could plausibly originate.

Limitations and Future Directions

• The cross-sectional nature of this study precludes causal claims about the direction of influence

between emotional intelligence and work-life balance; longitudinal or experimental designs would be

needed to disentangle whether emotional skill precedes balance or is itself shaped by it.

• The reliance on convenience sampling, combined with a relatively young and well-educated

participant pool, limits how confidently these findings can be generalised to the broader Indian

workforce, particularly to less formally structured occupations.

• Future research would benefit from disaggregating the emotional intelligence composite into its four

subscales when examining gender differences.

• Incorporating variables such as caregiving responsibilities and organisational support, which were not

measured here, would strengthen future models.

• Employing stratified sampling across a wider range of industries and regions would improve

generalisability.

Page 3484

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

CONCLUSION

Emotional intelligence and work-life balance were found to be meaningfully, if moderately,

associated among the employees studied here, lending further support to resource-based

accounts of how emotional skill helps sustain the boundary between work and personal life.

Gender produced a small but statistically reliable difference in emotional intelligence

favouring male employees, while work-life balance itself showed no significant variation

across gender or occupational category. These results suggest that organisational efforts to

strengthen emotional competence are likely to pay dividends broadly across a workforce,

without needing to be narrowly targeted by gender or job type, even as the underlying gender

difference in emotional intelligence merits further, more fine-grained investigation.

REFERENCES

1. Ahmad, F., Khan, M. A., & Raza, S. (2022). Emotional intelligence and work-life balance among

working women: An empirical study. Journal of Organizational Psychology, 22(1), 33–49.

2. Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-

to-family conflict: A review and agenda for future research. Journal of Occupational Health

Psychology, 5(2), 278–308.

3. Arar, T., & Oneren, M. (2021). The mediating role of emotional intelligence on the relationship

between work-life balance and job satisfaction. Business and Economics Research Journal, 12(1),

127–142.

4. Bar-On, R. (1997). The Emotional Quotient Inventory (EQ-i): A test of emotional intelligence. Multi-

Health Systems.

5. Debnath, S., Roy, A., & Saha, B. (2021). Work-life balance and emotional intelligence among

healthcare professionals in eastern India. Indian Journal of Health and Wellbeing, 12(3), 312–319.

6. Hayman, J. R. (2005). Psychometric assessment of an instrument designed to measure work life

balance. Research and Practice in Human Resource Management, 13(1), 85–91.

7. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American

Psychologist, 44(3), 513–524.

8. Kaur, P., & Sharma, S. K. (2015). Work-life balance and emotional intelligence among IT

professionals in Chandigarh. Indian Journal of Industrial Relations, 50(3), 479–492.

9. Kumar, A., & Das, S. (2022). Emotional intelligence, work-life balance, and job satisfaction among

IT professionals in the post-pandemic era. International Journal of Human Resource Management,

33(10), 2089–2112.

10. Mishra, P. K., & Mohapatra, A. K. D. (2010). Relevance of emotional intelligence for effective job

performance: An empirical study. Vikalpa: The Journal for Decision Makers, 35(1), 53–61.

11. Nanda, M. M., & Randhawa, G. (2020). Emotional intelligence as a predictor of work-life balance

and job satisfaction: A conceptual model. NMIMS Management Review, 38(2), 9–27.

12. Naz, S., Rehman, C. A., & Alam, I. (2021). Emotional intelligence and work-life balance among

female university teachers: Evidence from Pakistan. Journal of Education and Vocational Research,

12(1), 17–28.

13. Pandey, D. L., & Garg, P. (2009). Emotional intelligence, work-life balance, and job satisfaction

among software professionals in Delhi NCR. Journal of the Indian Academy of Applied Psychology,

35(1), 161–170.

14. Rao, M. S., & Chandraiah, K. (2012). Occupational stress, mental health, and coping among

information technology professionals. Indian Journal of Occupational and Environmental Medicine,

16(1), 22–26.

Page 3485

www.rsisinternational.org

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XV, Issue VI, June 2026

15. Wong, C.-S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on

performance and attitude: An exploratory study. The Leadership Quarterly, 13(3), 243–274.