Objective - The study is aimed to examine the relationships between a leader's emotional intelligence (as perceived by nursing staff), organizational commitment, and turnover intention through empirical investigation across the service sector.

Methodology/Technique - A total of 433 employees working in the healthcare sector were approached through probability sampling. A questionnaire-based survey was employed to conduct the responses. Two-stage approaches were applied using structural equation modelling. In the first stage, confirmatory factor analysis (CFA) was applied.

Findings - The study tests the direct linkages between independent and dependent variables, and in the second-stage path, coefficients were examined. Third, affective and normative commitments were positively and significantly associated with nursing staff turnover intention; but study found no relation of continuance commitment with nursing staff turnover intention. Fourth, the study found that a leader's emotional intelligence (as perceived by nursing staff) was positively associated with organizational commitment, but negatively associated with turnover intention. The current study also confirmed the mediating role of organizational commitment between a leader's emotional intelligence and nursing staff turnover intention.

Novelty - The study has practical and theoretical implications for HR managers to reduce employees' turnover intention. Limitations are also discussed. The study elucidates the importance of perceived organizational learning culture in enhancing job satisfaction, organization commitment and reducing turnover intention.

Type of Paper - Empirical

Keywords: Emotional intelligence, Organizational Commitments, Turnover Intention, Pakistani Healthcare Sector.

JEL Classification: M00, M1, M12.

URI: http://gatrenterprise.com/GATRJournals/JMMR/vol6.4_6.html

DOI: https://doi.org/10.35609/jmmr.2021.6.4(6)

Pages 253 – 269