In today’s world, the banking industry is regarded as the primary foundation of all economies, both developing as well as developed. Banking’s significance has been established since it plays a significant role in all areas of business as well as in the progress of countries. This article demonstrates a strong positive relation between bankers’ work satisfaction and their emotional intelligence and workplace conditions. It also explores the impacts that emotional intelligence and the work atmosphere may have on the work satisfaction level of a banker, as well as the relevant demographic aspects. The study was carried out using a cross-sectional correlation research design. The information was gathered using questionnaires and online polls administered to workers of Pakistan’s private and public banking sectors (Lahore, Karachi, and Islamabad). The systematic sampling approach was carried out in two steps. The first stage involved the random collection of branches from various banking institutions. In the second, a sample of 200 individuals was chosen for the collection of data based on the eligibility criteria established and their exact posted locations.
Due to its immense significance in the everyday performance of employees and, by extension, companies, work satisfaction has drawn a great lot of interest among psychological researchers in businesses since the early 2000s. Recently, researchers have become more intrigued by the personal aspects influencing job happiness, such as employees’ emotional quotient, because emotions play an important part in an individual’s performance both in their professional and personal lives. In the past few years, emotional intelligence has emerged as a critical subject in industrial-organizational psychology, with researchers focusing on its impact on key organizational results such as job performance and satisfaction. Emotional intelligence consists of four major points: self-awareness, regulation of personal emotions (self-management), acknowledgement of emotions experienced by others (social awareness), and use of this understanding to improve communication and reach out to people (social management). Individuals with higher levels of the emotional quotient are better prepared to handle workplace stress and are also better able to comprehend and react to the emotional responses of their coworkers, skills that considerably improve their job satisfaction. Individuals with higher emotional quotients have higher levels of job satisfaction, according to studies conducted in various workplace settings. Another research found a significantly positive relationship between emotional intelligence and its components and job satisfaction. Emotional intelligence allows people to form meaningful relations at work, which contributes to their progress and efficiency in the organization.
Job or work satisfaction also has a strong relationship with the sub-facets of emotional intelligence, such as emotionality, socialization, self-control, and wellbeing. Emotionality is defined as a person’s ability to identify and feel feelings, as well as to use this ability to create and maintain vital interpersonal connections. High emotionality means that an individual is able to understand, handle, and express their emotions in a more favourable manner, allowing them to benefit from stronger interactions in both their personal and professional lives, boosting job satisfaction. Workers with strong levels of sociability are more competent at social interactions and gatherings. Mastering the socializing skills will ensure that these individuals are sufficiently capable of communicating and listening, improving their day-to-day professional life and, as a result, increasing their work satisfaction. Individuals with greater self-control have healthy control over their needs and drives, and they are better at resisting temptations and dealing with external influences in their lives.
In conclusion, this research looked into the relationship between job satisfaction, emotional intelligence, and the work atmosphere. The findings indicated the presence of a substantial positive association between these factors; however, no gender differences were seen in this sample. For any organization to function at its best, its human resources must be at their best. The banking industry is no exception. Adding additional financial responsibilities to an already demanding and challenging job just adds to the employees’ stress and lowers their work satisfaction.
