The Role of Emotional Intelligence in Worker Performance and Work-Life Balance with Leadership as a Moderator: A Systematic Literature Review

The Role of Emotional Intelligence in Worker Performance and Work-Life Balance with Leadership as a Moderator: A Systematic Literature Review | Research Square window.SnipcartSettings = { analytics: { enabled: false } }; (function() { var accessVector = localStorage.getItem('access_vector') || ''; window.dataLayer = window.dataLayer || []; if (accessVector) { window.dataLayer.push({ user: { profile: { profileInfo: { snid: accessVector } } } }); } })(); (function(w,d,s,l,i){w[l]=w[l]||[];w[l].push({'gtm.start':new Date().getTime(),event:'gtm.js'});var f=d.getElementsByTagName(s)[0],j=d.createElement(s),dl=l!='dataLayer'?'&l='+l:'';j.async=true;j.src='https://www.googletagmanager.com/gtm.js?id='+i+dl;f.parentNode.insertBefore(j,f);})(window,document,'script','dataLayer','GTM-K279D39R'); Browse Preprints In Review Journals COVID-19 Preprints AJE Video Bytes Research Tools Research Promotion AJE Professional Editing AJE Rubriq About Preprint Platform In Review Editorial Policies Our Team Advisory Board Help Center Sign In Submit a Preprint Cite Share Download PDF Systematic Review The Role of Emotional Intelligence in Worker Performance and Work-Life Balance with Leadership as a Moderator: A Systematic Literature Review Hasan Ahmad This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-6146090/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Purpose While Emotional Intelligence is vastly studied, its impact on worker performance (WP) and work-life balance (WLB), especially with leadership as a moderating key, remains underexplored. This study addresses this gap by systematically reviewing previous literature. Aims The main aim to explore the role of EI on WP and WLB, with leadership as a moderating factor. Others include developing a conceptual framework connecting EI dimensions with organizational commitment, employee engagement, and personal well-being. Design/methodology/approach A systematic literature review of 50 peer-reviewed articles from the Scopus database (2014–2024) was employed. The study also adopts Bar-On’s model, the Ability model, and Expectancy theory to analyze the co-relationship between EI, WP, and WLB, considering leadership as a key moderator. Findings The study emphasizes Emotional Intelligence’s essential role in improving employee engagement, organizational commitment, and work-life harmony. It exemplifies that effective leadership amplifies these positive aspects, boosting resilience and overall workplace success. Limitations of the study the study has been limited to a literature-based review, lacking empirical validation. Future study could incorporate primary data based and industry-specific case studies for broader implications. Practical implications The findings explore valuable insights for organizations to influence EI in leadership improvement, worker well-being strategies, and performance development initiatives. Originality/value This study provides a novel perspective on the interplay role between Emotional Intelligence, Leadership, Worker Performance and Work-Life Balance. It is offered as a valuable reference for scholars and professionals aiming to improve workplace productivity and worker well-being through EI-driven strategies. Leadership and Ethics Management International Business Emotional Intelligence Worker Performance Work-Life Balance Leadership Figures Figure 1 Figure 2 Figure 3 Figure 4 Figure 5 1. Introduction Emotional Intelligence (EI) is considered an integral part of an individual’s genetic and psychological makeup. ​It plays a significant role in shaping an employee's performance and their​relationships within an organization (Goleman, 1996 ). EI is often described as the capability, or skill to perceive, identify, assess, manage, and regulate emotions in one, others, and groups (Salovey & Mayer, 1990 ). This includes being aware of emotions and effectively expressing and utilizing them in productive and constructive ways, which can significantly influence workplace dynamics and outcomes (Bar-On, 1997 ). Salovey and Mayer ( 1990 ) were the first to conceptualize and analyze emotional intelligence (EI), ​defining it as "the subset of social intelligence​ ​that involves the ability to monitor one’s own and others’ feelings and emotions, to​ ​discriminate among them, and to use this information to guide one’s thinking and​ actions." Over time, the understanding of emotional intelligence has evolved and expanded through ongoing research. One of the foremost contributors to this field is Daniel Goleman, who has extensively studied and developed the concept. Goleman ( 1996 ) emphasized that EI plays a vital role in the physical and mental health of individuals. This influence importantly shapes long-term career success, highlighting EI's importance in achieving personal and professional success. EI skills are vital in influencing worker outcomes particularly job satisfaction, commitment and overall performance within an organization (Masrek et al., 2012 ). These competencies boost interpersonal relationships, promote mutual understanding, and drive greater work-life balance in the workplace. By enabling individuals to manage their emotions effectively and navigate social connections, EI provides a more collaborative and efficient atmosphere of the organization (Masrek et al., 2012 ). ​​Empirical evidence highlights the significant role of emotional intelligence (EI) in enhancing work-life balance, as measured by personal, family, and work satisfaction​ ​(Sharma, 2014 ; Praya et al., 2019 ). Additionally, EI has a prominent area in organizational behavior and leadership, demonstrating its capacity to predict employee performance across diverse contexts. Specifically, it has been shown to influence task responses, organizational commitment, and​employee engagement (​Cropanzano et​ ​al., 2017; Miao et al., 2018 ​). Table 1 shows several studies support these findings, emphasizing EI's ability to improve social interactions and improve individuals’ effectiveness and performance within organizational settings (Miao et al., 2018 ; Sharma, 2014 ). Table 1 Studies investigated Emotional Intelligence in work-life balance and employee performance. Reference Purpose Key Finding Coronado-Maldonado, I., & Benítez-Márquez, M.-D. (2023) Conduct a hybrid literature review on emotional intelligence, leadership, and work teams. Highlights the potential for emotional intelligence to foster work-life balance within teams, leading to improved team performance. Duarte, A. L., et al. (2023) Examine the mediating role of work-life balance in the relationship between emotional intelligence and work engagement. Emotional intelligence is positively associated with work engagement, and work-life balance partially mediates this relationship. Duarte, J., et al. ( 2023 ) Explore the link between emotional intelligence and employee engagement as a pathway to organizational performance. Proposes that emotional intelligence can enhance employee engagement, ultimately contributing to better organizational performance. Gutierrez, L., et al. ( 2022 ) Investigate the relationship between emotional intelligence and work-life balance from a motivational perspective. Found that emotional intelligence positively influences work-life balance by enhancing self-regulation and stress management. Hilmawan, I. ( 2024 ) Explore the role of emotional intelligence in enhancing workplace relationships and performance. Concluded that emotional intelligence plays a crucial role in improving interpersonal relationships, teamwork, and overall job performance. Joyce, A. T., et al. (2021) Investigate the impacts of emotional intelligence on individual performance and work-life balance through a conceptual exploration. Proposed a conceptual framework linking emotional intelligence to both individual performance and work-life balance. Managing a work-life balance has consistently been an issue for individuals trying to maintain diverse aspects of their professional life and personal life. In a wider sense,​ ​work-life balance defines the level of satisfaction individual experience when juggling multiple roles across work and personal domains (​Brough et al., 2020​). It emphasizes workplace strategies designed to identify and support workers’ needs in gaining a harmonious balance between family demands and work responsibilities. Research indicates that individuals with higher emotional intelligence have been less likely to experience work-life conflict and more adept at achieving work-life balance (Shylaja & Prasad, 2017). This is attributed to their ability to effectively manage stress and navigate challenging situations, a skill that distinguishes them from individuals with lower EI (Sunil & Rooprai, 2009). The management faces significant issues in ensuring their employees maintain a healthy work-life balance, with many falling short of offering sufficient support mechanisms. This imbalance often leads to job dissatisfaction, decreased productivity, and higher turnover rates, posing risks to organizational success (Chigeda, Ndofirepi, & Steyn, 2022 ). Conversely, employees with elevated emotional intelligence are better equipped to maintain the interplay between personal and professional lives. They can effectively regulate their own emotions and positively influence others, boosting a workplace atmosphere that provides satisfaction and well-being both at work and home (Joyce et al., 2021 ). By prioritizing work-life balance initiatives and cultivating EI among employees, organizations can enhance overall engagement and reduce attrition. Normally, within the business aspect, emotions have often been perceived as potential disruptors to decision-making processes. However, when framed through the lens of EI, emotions can be leveraged positively to drive success of the organization. And workers with higher EI have been better equipped to navigate unfavorable emotional reactions, converting these issues into opportunities for constructive and positive outcomes (Chigeda et al., 2022 ). Recent studies by Baker et al. (2024) state that EI not only improves individual resilience but also contributes to improved collaboration and decision-making, thereby fostering a positive work environment and delivering better organizational performance. EI has played a critical role in shaping interactions, with significant implications for organizational leadership. Leaders who exhibit high levels of EI are adept at recognizing and regulating both their own emotions and those of their team members, enabling them to address routine challenges and support employees under workplace pressure (Chigeda et, al., 2022). Study indicates that emotionally intelligent leaders foster optimism and supportive behaviors, which improve team performance and mitigate the negative effects of workplace stress (Korankye & Amakyewaa, 2021 ). Beyond emotional regulation, EI promotes the development of workers’ skills and competencies, empowering leaders to align workers’ capabilities with organizational objectives effectively. This contribution boosts a culture of continuous development and to overall organizational success (Joyce et al., 2021 ). Recent study by Hilmawan ( 2024 ) states EI as the best determinant to anticipate worker performance, providing a framework for recognizing and managing emotions to improve productivity. Besides, workers with high EI can effectively control their emotions, incorporate emotional insights into decision-making, and adapt behavior to gain optimal results. EI enables individuals to navigate workplace challenges by modulating their emotional responses to align with organizational goals, thus fostering a more dynamic and adaptive workforce (Naz et al., 2019 ). This regulation not only facilitates enhanced interpersonal relationships but also overall job satisfaction and workers’ engagement, leading sustained performance improvements (Alferaih, 2021 ). Although there have been substantial research exploring diverse factors that influence job satisfaction, worker performance and personal and professional life, a significant gap remains in understanding the specific impact of emotional intelligence (EI) in these relationships. A growing number of existing literatures focuses on technical and structural elements, often overlooking the emotional and psychological dimensions. Therefore, this research aims to explore the role of emotional intelligence in worker ​performance and work-​life balance while exploring the moderating role of leadership in these relationships on mentioned above, this study also focuses on key dimensions explored such as self-awareness, self-management, social awareness, social skills, personal and family life, worker engagement, and organizational commitment. ​Additionally, the study seeks to offer a clear overview of how EI contributes to both professional and personal lives and how effective leadership can amplify these outcomes to foster a more resilient and engaged workforce. To guide this systematic review, formulating the following a research question is: “how does emotional intelligence impact worker performance and work-life balance, and to what extent does leadership moderate these relationships”? With this approach, this study will identify and analyze previous literatures to mitigate research gaps and offering a new insight which has not been published before. This research is structured into various key sections. The methodological approach has been explained in the initial section. Following this, a brief literature overview synthesizes existing research to provide context and identify gaps in the study area. The conceptual framework outlines the relationships between variables, and discussing hypothesis testing is conducted to validate these relationships. Subsequently, a detailed discussion of the findings is presented. Finally, the research concludes with future research implications. 2. Research Methodology The research methodology section illustrates the systematic review approach adopted for conducting the project, involving justification of research, research approach, identification of time span, review question, review scope and boundaries, (literature search strategy), identifying, screening, and selecting relevant studies, and analysis and synthesis methods. A systematic literature review provides a transparent and unyielding method utilized to examine contemporary literature on a certain area. It includes a well-structured method to select, appraise, search synthesize relevant research (Fink, 2021 ). By precisely searching for relevant research papers, critically justifying their quality, and systematically analyzing findings, systematic literature reviews supply an evidence-based summary and a reliable of knowledge within a certain field (Mhlanga, 2023 ). 2.1. Justification of Research The systematic literature review is as an attributes of academic fields to collect and gather knowledge based on existing studies through understanding the theoretical underpinning, profundity, and research and knowledge gaps of those studies (Xiao & Watson, 2019 ). This systematic review was conducted when reviewing existing research words for mitigating bias and providing the outcomes with a solid foundation. Most interestingly, this review has examined all the publications on certain areas, analyzed their information and data, and then synthesized them to study what is known and unknown regarding the subject (Denyer, D., & Tranfield, D., 2009 . 2.2. Research Approach This research approach analyzes existing bodies of knowledge on the role of Emotional Intelligence (EI) in worker performance and work-life balance with leadership as a moderator through a systematic literature review. The qualitative approach of this study is ideal for synthesizing research findings from several studies and identifying critical research gaps in the literature (Snyder, 2019 ). The reason for choosing this approach, a systematic literature review ensures in-depth understanding of the study, it improves the quality of the review by using an authentic and transparent and easily reshaped procedure, findings the actual research gaps and it provides a comprehensive structure systematically for ensuring the research objectives and effectively outlining future research directions (Tranfield et at., 2003). The research has been conducted by following the SLR (Systematic Literature Review) method that was proposed by Tranfield et al. ( 2003 ), Crossan and Apaydin (2010). As Akasha-Twumasi et al. (2018) and Purohit et al. ( 2021 ), the systematic review has been conducted by establishing a time span, literature search strategy, identifying, screening, and selecting relevant studies, and analysis and synthesis. 2.3. Identification of Time Span The conducted systematic literature review and assessment process have been considered last ten years publications from 2014 to 2024. The rationales for starting the search from 2020 to 2024 are essentially to take in a more recent version of the data and information. During the search, it has allowed for a comprehensive exploration of the subject matter, and gained significant momentum in the academic field of study. 2.4. Search strategy of the literature review A systematic literature search approach was established to identify the most relevant studies. The final search of Scopus database was conducted on December 02, 2024. The search strategy combined keywords, namely “Emotional Intelligence”, “Worker Performance”, “Productivity”, “Work-life balance”, “Workplace Performance”, “Job Performance”, “Leadership Styles”. Boolean operators have used to it refine search queries and ensure the retrieval of relevant articles. To maintain the quality of the study, it was conducted the topic by using four levels of keyword assembly structure (Table 2 ). TITLE-ABS-KEY(("emotional intelligence" OR EI OR "emotional quotient" OR EQ) AND ("worker performance" OR "workplace performance" OR "employee performance" OR productivity OR "task performance") AND ("work-life balance" OR "work life integration" OR "work-family balance" OR "employee well-being" OR "personal well-being") AND (leadership OR "leadership styles" OR "transformational leadership" OR "transactional leadership" OR "leadership effectiveness" OR "moderating role of leadership")) AND (LIMIT-TO (SUBJAREA, "BUSI" OR "PSYC" OR "SOCI")) AND (LIMIT-TO (DOCTYPE, "ar" OR "re")) AND (LIMIT-TO (PUBYEAR, 2022) OR LIMIT-TO (PUBYEAR, 2023) OR LIMIT-TO (PUBYEAR, 2024)) AND (LIMIT-TO (LANGUAGE, "English")) By focusing on peer-reviewed articles from distinct academic disciplines, it is able to ensure a comprehensive and diverse analysis (Tranfield et al., 2003 ). 2.5. Identifying, screening, and selecting relevant studies The PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) framework (Fig. 1 ) was utilized to guide the selection and evaluation of relevant articles for this review (Moher et al., 2009 ). PRISMA approach, established in 2009, identifies the need for a standardized and transparent approach of delineating the findings of systematic reviews and meta-analysis in a given field of research (Cotton et al., 2023 ). Identifying is a process of selecting and varying the most relevant keywords to utilize when searching and choosing for research papers (Zhai, 2022 ). Moreover, screening is the process of identification of relevant articles from the literature search to the review (Gough et al., 2012 ). By selecting authentic and reliable articles, keyword assembly structure is essential during the articles searching strategy. In an online Scopus database, synonyms, related keywords, and research keywords from previous research articles were searched beside primary keywords and tried to diversify them (Zhai, 2022 ). However, two steps of searching journals have been followed, including inclusion and exclusion criteria. The inclusion and exclusion criteria involved source type, year, document type, keyword, language, publication stage, and subject area for the final list of research articles (Zahoor et al., 2022 ). Respectively, the results have been shown by the following eligibility, inclusion, and exclusion criteria (Table 3 ). Table 3 Inclusion and exclusion criteria for the articles selection Criterion Inclusion Exclusion Source Type Peer-reviewed journal articles Non-academic sources: editorial pieces, book chapters, conference papers, reports, and website links Year Articles published between 2014 and 2024 Articles published outside the specified period Document Type Journal publications N/A Keywords “Emotional Intelligence”, “Worker Performance”, “Productivity”, “Work-life Balance”, “Workplace Performance”, “Job Performance”, “Leadership Styles” N/A Language English Articles not in English Publication Stage Published Unpublished work, working papers, dissertations, theses Subject Area Business, Management and Accounting, Computer Science Other subject areas 2.6. Quality assessment for the study This systematic literature review maintained the quality assessment based on their relevance to the study topic and executed quality assessment directs to the process of identifying quality of the studies in the review. Selecting the journal articles were mostly related to the emotional intelligence in employee performance and work-life balance tools and techniques, as indicated in their titles, and directly to address the research aims of this review (Batini et al., 2009 ). The goal behind this quality assessment is to ensure that any constraints or biases in research reviewed and to identify the review that involves studies meet a specific level of quality (Table 4 ). Table 4 Quality Assessment Item Answer (Y/N) Is research question articulated clearly? Is theory supported by review? Do the study’s findings establish a significant contribution to the field of study? Does it deepen my understanding of the research problem? Are the analysis presented clearly and backed up by the evidence? Is a thorough and current overview of the research area is provided by the systematic literature review? Is the review of the systematic literature pertinent to topic of the study? Is there a deep description of the systematic literature review approach? The research question must be compatible with the methodologies. Does the research plan try to mitigate algorithm biases and errors? Could the study be repeated with ease? Is the research paper well-written, with precise and concise language? Are the tables clearly presented and labeled? 2.7. Analysis and Synthesis The analysis and synthesis of this research have been conducted utilizing a thematic approach to evaluate, identify, and integrate key findings from the selected articles, following the guidelines of Braun and Clarke ( 2006 ). This method facilitated the extraction of the relevant information and data, and the identification of recurring themes related to the impact of EI in work-life balance and employee performance with leadership as a moderator. The purpose of this analysis phase is to interpret the collected data by dividing it down into smaller components and evaluating these through thematic analysis. The themes have been generated manually by scholars to ensure a rigorous and interpretive process, with NVivo software assisting in managing the data effectively (Zirar et al., 2023 ). The thematic analysis revealed several key themes that are pivotal to understanding the relationship between EI, worker performance, work-life balance, and leadership. 2.8. Principles of Ethics, Sustainability, and Responsibility (ESR) As shown in Table 5 , this SLR emphasizes the principles of Ethics, Sustainability, and Responsibility (ESR) as guiding pillars for exploring the role of emotional intelligence (EI) in worker performance and work-life balance, with leadership as a moderator. These principles ensure that the research adheres to high academic standards while offering practical value for organizations. Table 5 A structured table for the Ethics, Sustainability, and Responsibility (ESR) Element Description Relevance to Research Ethics Refers to the moral principles guiding individual behavior and decision-making in the workplace (Goleman, 2020 ). Emotional intelligence (EI) fosters ethical behavior by enabling individuals to understand and manage emotions, reducing conflicts and promoting fairness. Leadership with high EI amplifies these effects (Chaudhry et al., 2023 ). Sustainability Involves creating long-term value in the workplace while balancing social, economic, and environmental factors (Rodriguez-Sanchez et al., 2022 ). EI helps employees manage stress and maintain productivity sustainably. Leaders with transformational styles enhance sustainability by supporting balanced work-life dynamics (Yasir et al., 2022 ; Arar & Öneren, 2021 ). Responsibility Highlights accountability in promoting individual and organizational well-being (Brackett et al., 2019 ). EI-driven leadership emphasizes responsibility by ensuring employee engagement, well-being, and ethical accountability, contributing to a healthier work environment (Shooshtarian et al., 2022 ). ​3. Systematic Literature Review This structured literature review has been based on four major bodies of literature. Firstly, emotional intelligence emerged as a foundational element that influences multiple workplace outcomes. Research highlighted that EI enables individuals to perceive, regulate, and manage emotions effectively, fostering better interpersonal relationships and emotional resilience in professional settings (Hilmawan, 2024 ; Mayer et al., 2000 ). This aligns with findings suggesting that EI is essential for managing stress, enhancing self-awareness, and improving decision-making, which collectively strengthens individual and team performance (Joyce et al., 2021 ). Secondly, worker performance was identified as a significant outcome influenced by EI. Studies emphasized that employees with higher EI demonstrate improved adaptability, problem-solving, and motivation, which enhance overall productivity and job satisfaction (Chigeda et al., 2022 ). Thirdly, work-life balance emerged as another critical theme. EI plays a pivotal role in helping individuals manage the competing demands of work and personal life. Employees with higher EI are better equipped to regulate their emotions, manage stress, and prioritize tasks effectively, thereby fostering a balance that enhances both professional and personal well-being (Vasumathi et al., 2015 ). Finally, leadership as a moderator was identified as a key factor that amplifies the impact of EI on worker performance and work-life balance. Transformational leadership styles, characterized by empathy, vision, and support, were found to enhance the positive effects of EI, creating environments that promote innovation, collaboration, and resilience (Korankye & Amakyewaa, 2021 ). Conversely, the absence of supportive leadership may diminish these benefits, underscoring the critical role of leadership in leveraging EI for organizational success (Hilmawan, 2024 ). 3.1. Theoretical Overview: Ability Model, Bar-On's Model, and Expectancy Theory Emotional Intelligence is identified as a key factor in improving employee performance and promoting work-life balance in personal and professional lives. The recent theoretical models involve Mayer and Salovey's Ability model, Bar-On's model, and Expectancy theory to explain and provide foundational insights into how EI contributes to these areas, where leadership has been moderating the relationship between emotional intelligence (EI), work-life balance, and worker performance mentioned above. Mayer et al. ( 2000 ) state EI as the capability to utilize, perceive, recognize, identify, understand, and express emotions in one and others. Additionally, Salovey and Mayer ( 1990 ) developed the ability model, which states EI as a set of skills that interconnect with emotional and cognitive tasks to improve emotional management and decision-making. Particularly, this model is relevant for understanding the workplace, as it frames EI as an interrelated skill set that enables individuals to process emotional information efficiently and accurately (Mayer et al., 1999 ). In the workplace, the ability model assists personal improvement by boosting emotional awareness and regulation. With this capability, employees will begin to identify and recognize and be aware of their own satisfaction. At this stage, workers start to understand that either professional responsibilities or work –life balance has been significant (Mayer et al., 1999 ). EI states the significance of emotional expression and visualizes the results of emotionally intelligent behavior (Bar-On, 2006). Emotional awareness and expression have been considered core elements of EI (Goleman, 1995; Bar-On, 1997 ) and lighting the matter of optimal adaption exemplify a critical focus of positive psychology, further emphasizes the necessity of these competencies (Luthans & Youssef-Morgan, 2017). According to Bar-On's model, social and emotional competencies, facilitators, and skills are essential for understanding and expressing oneself, relating to others, and coping with daily demands effectively. This model suggests that individuals begin to expand psychological assessment at this stage, striving to incorporate various contributors to behavior and performance (Bar-On, 1997 ). Beyond Bar-On’s framework, other contemporary EI models also support the idea that thriving, rather than merely surviving, is central to the concept of emotional intelligence (Bar-On, 1997 ; Goleman, 1998 ). In the twenty-one centuries, the expectancy theory of motivation originally developed by Vroom ( 1964 ), has evolved as a key framework to understand human behavior, attitude, and decision-making in organizational aspects. This theory states that motivation has been determined by the combination of three elements: expectancy (belief in the likelihood of success), instrumentality (belief that performance will lead to rewards), and valence (value of the rewards). The formula is expressed as: Motivational Force = Expectancy × Instrumentality × Valence (Van Eerde & Thierry, 1996 ). This theory remains tremendously relevant to this study in understanding workplace motivation. It highlights that workers have been more likely to exert effort when they believe their performance, emotion, and level of satisfaction will lead to valued rewards and feel confident in their ability to succeed (Parijat & Bagga, 2014 ). This framework aligns with modern perspectives on emotional intelligence and work-life balance, suggesting that employees who manage their emotions effectively and maintain a healthy work-life balance are more likely to experience increased satisfaction and performance (Gutierrez et al., 2022 ). Isaac et al. ( 2001 ) extended the model, finding that workforce behavior in workplace is a collaborative function of role perception, motivation, and ability. Applied to this study, the theory suggests that when employees perceive themselves as capable of performing well and balancing work and personal demands, their motivation and satisfaction levels increase. According to Lloyd et al. ( 2022 ), leaders play a vital role in reinforcing this motivation by rewarding workers appropriately for their achievements and efforts, thereby strengthening the relations between performance, emotional well-being, and work-life balance. 3.2. Emotional Intelligence The term “Emotional Intelligence” (EI) derived from the broader idea of Social Intelligence (SI), which was first invented by Thorndike as a social intelligence in 1920. He defined social intelligence as “the ability to understand individuals,” while others (Gardner, 1983 ) incorporated interpersonal and intrapersonal intelligence within his theory of multiple intelligences. EI is widely recognized as a type of social intelligence that encompasses both cognitive and non-cognitive aspects, with Wechsler’s early work advocating for the inclusion of non-cognitive measures in assessments of overall intelligence (Ruisel, 2009 ; Wechsler, 1940 ). In 1990, Peter Salovey and John D. Mayer supplied a certain definition of this term (Emotional Intelligence), referring it as the ability to understand, perceive, express emotions in oneself and others, later redefined to demonstrate its role in integrating emotion with thought (McCleskey, 2014 ). Daniel Goleman had played a crucial role in popularizing the concept of EI through his book "Emotional Intelligence: Why It Can Matter More Than IQ," in 1995. He defined EI in organizational contexts, emphasizing its role in self-awareness, self-management, social awareness, and relationship management, explaining EI as "the ability to recognize our own feelings and those of others, motivate ourselves, and handle emotions effectively" (Goleman, 1998 ). Martinez (1997) further simplified EI as a set of non-cognitive skills enabling individuals to cope with environmental pressures. Recent studies continue to validate EI's relevance, linking it to leadership effectiveness, stress management, and organizational performance (Rajapaksa et al., 2023 ; Duarte et al., 2023 ). These advancements emphasize EI’s significance as a multidimensional construct that integrates cognitive, emotional, and social skills essential for personal and professional success. Researchers stated EI is a vital factor in worker performance within the workplace. EI is a critical construct in understanding workplace attitude and outcomes, encompassing the ability to perceive, regulate, and manage emotions effectively (Mayer et al., 2000 ). Goleman in 2001 extended the concept of EI and defines it as the ability to identify, understand, manage, and effectively utilize emotions in one and others. Numerous studies have emphasized the significance of emotional intelligence in improving diverse aspects of workforce performance and well-being. Moreover, research emphasizes the positive impact of EI in diverse workplace performance. Workers with higher EI exemplify better emotional resilience, enabling them to navigate workplace issues effectively. For example, Shooshtarian et al. ( 2022 ) constructed that emotional intelligence relates to worker satisfaction, organizational commitment, leading to enhanced performance and mitigate turnover intentions. Similarly, Rashid et al. ( 2016 ) demonstrated that EI contributes to lower job stress and improved workforce well-being, which are critical for sustained productivity. In 2001, Goleman expanded this by highlighting four key elements (Table 6 ): Self-awareness, self-management, social awareness, and relationship management. These dimensions are integral to developing interpersonal relationships, managing stress, and enhancing decision-making in professional settings. Table 6: Elements of Emotional Intelligence Category Personal Competencies (Self) Social Competencies (Social) Recognition Self-awareness Poignant self-awareness, Precise self-assessment, Self-confidence. Social Awareness Empathy Organizational awareness Service Orientation Regulation Self-management Self-control, Adaptability, Achievement orientation, Initiative Relationship Management Inspirational Leadership Developing others Leadership Persuasion Communication Conflict management Building bonds Teamwork & Collaboration (Source: Chermiss & Goleman, 2001, p. 28.) 3.2.1. Self-Awareness : Self-awareness is the ability to recognize and understand one’s own emotions and their impact on thoughts and behaviors. Employees with heightened self-awareness are better equipped to identify stressors that may affect their work-life balance, enabling them to take proactive steps toward addressing these challenges. This emotional insight helps individuals to accurately assess their strengths and limitations, build confidence, and make informed decisions that contribute to personal and professional well-being (Goleman, 2002 ; Mayer et al., 1999 ). For example, an employee aware of their emotional triggers can avoid reactive behaviors and instead focus on maintaining equilibrium between personal and work demands (Vasumathi et al., 2015 ). 3.2.2. Self-Management : Self-management involves the regulation of one’s emotions, particularly in high-pressure situations, as well as maintaining adaptability and persistence toward goals. Emotionally resilient employees with high self-management capabilities are able to handle professional challenges without compromising their personal well-being (Mayer et al., 1999 ). For instance, an employee demonstrating self-control can remain composed during workplace conflicts and focus on finding solutions, rather than being overwhelmed by negative emotions (Chigeda et al., 2022 ). Additionally, adaptability and achievement orientation allow individuals to balance shifting priorities while maintaining productivity and mental health. 3.2.3. Social Awareness : Social awareness emphasizes empathy and the ability to perceive and understand the emotions of others. This competency enhances an individual’s ability to navigate interpersonal relationships effectively, promoting better understanding of team dynamics and organizational needs. Employees with strong social awareness can anticipate the needs of others, fostering collaboration and enhancing workplace satisfaction (Goleman, 2002 ; Arar & Öneren, 2021 ). For instance, leaders with social awareness can identify when a team member is struggling and offer support, thereby improving team performance and morale. This emotional intelligence skill is essential for creating a harmonious work environment. 3.2.4. Relationship Management : Relationship management focuses on building and maintaining healthy interpersonal relationships through effective communication, conflict resolution, and teamwork. Leaders who prioritize emotional intelligence in managing relationships foster an environment of trust and collaboration. This reduces workplace conflicts and creates a more productive and engaged workforce (Joyce et al., 2021 ; Korankye & Amakyewaa, 2021 ). For example, a leader skilled in relationship management can mediate team disputes and inspire collective problem-solving, ultimately enhancing organizational commitment and employee satisfaction. This competency also supports employees in forming meaningful connections that contribute to their work-life balance. 3.3. Worker Performance Worker performance is a type of individual performance. Worker performance defines a worker’s ability to effectively complete job tasks, contribute to company’s goals, and manage performance within the workplace. It encompasses job-specific skills, collaboration, adaptability, and problem-solving skills (Shields et al., 2020). High employee performance is associated with acquiring key performance indicators (KPIs), providing a better career opportunity, offering promotions, and boosting a positive work atmosphere that leads organizational success easily within the company compared to low performance (Trevor et al., 1997) According to Coronado-Maldonado & Benítez-Márquez ( 2023 ), EI plays a role in shaping worker performance by improving interpersonal and intrapersonal skills. Workers with high EI can regulate emotions during high-pressure situations, saving emotional outbursts and managing productivity. For instance, a customer service representative with high EI can handle a difficult client calmly, driving to a positive resolution and higher customer satisfaction (Kalyar et al., 2022). In addition, workers with high EI foster better interpersonal relationships, enabling effective teamwork and reduced workplace conflicts. A study by Duarte et al. ( 2023 ) showed that teams led by emotionally intelligent leaders reported a 25% increase in task completion rates due to improved communication and cohesion. On the other hand, High emotional intelligence helps employees to adapt to organizational changes and improve innovative solutions. As an illustration, during the transition to remote work, workers with high EI are more adaptive at adjusting modern technologies, and workflows, managing high performance levels (Rajapaksa et al., 2023 ). 3.3.1. Some real examples of EI Impact on Worker Performance Case study in Healthcare Sector EI impacts employee performance in high-stress atmospheres such as healthcare. Particularly, Nurses with high EI have been better equipped to maintain patient care, exhibit empathy, and mitigate burnout, resulting in good patient outcomes (Duarte et al., 2023 ). Case study in Education Sector Teachers or Trainers with high EI not only perform well in delivering presentation with content but also maintain classroom environment effectively, creating an engaging learning circumstances (Korankye & Amakyewaa, 2021 ). Case study in Corporate Sector In sales teams, employees with high EI reported increased customer satisfaction owing to their capability to highlight client needs and demands, and manage objections tactfully (Lloyd et al., 2022 ). Hence, diverse studies have demonstrated a strong positive relationship between EI and EP (Employee Performance within various sectors (alferaih, 2021 ; Kamassi et al., 2019 ; Nasrul & Alfalah, 2020 ; Prentice et al., 2020 ; Putro & Wening, 2022 ; Shamassuleman Arshad & Zeeshan, 2021; Siswadi & Lestari, 2021 ; Tampubolon et al., 2021 ). Research states that workforce with high EI exhibit improved job performance, organizational commitment, and psychological well-being. These findings find EI components, like self-awareness, self-management, social awareness, and relationship management hugely contribute to improving worker performance in different sectors. Additionally, role of EI on worker performance in boosting resilience, adaptability, and overall workplace productivity in various professional settings (Duarte et al., 2023 ; Rajapaksa et al., 2023 ). According to Koopmans et al. (2024) found that the primary elements for evaluating worker performance, such as effectiveness, quality, teamwork, punctuality, attendance, safety, efficiency, and financial contributions. To ensure a comprehensive evaluation, standardized measures should be implemented continuously, considering all dimensions of work ethic and individual accomplishments (Treadway et al., 2013 ). This way assists for a systematic and fair assessment of worker contributions to organizational goals. 3.4. Work-Life Balance (WLB) The term “work-life balance” first emerged in the late 1970s in the UK, especially within the Women’s Liberation Movement, which supported for flexible schedules and parental leave to help female is improving engagement in the workforce (Nanda & Randhawa, 2020 ). This time had marked a rota from conventional 9 to 5 working hours to more demanding schedules, involving 24 hours and 7 days works, coinciding with a rise in dual-earner households (Lockrey, 2019). Consequently, WLB became a vital issue for both workers and employers, driving the improvement of initiatives aimed at addressing structural and cultural challenges in the organizations. Zaitouni et al. (2024) provide a landscape mapping of last two decades of scholarly research on WLB, highlighting its evolution as a multidimensional concept. The research identifies key indicators impacting work-life balance including organizational policies, technological advancements, and individual strategies to manage personal and professional responsibilities. It also emphasizes the ongoing issues posed by blurred areas in modern work atmospheres, particularly with the increasing of remote work. The authors argue that work-life balance is not only a critical determinant of worker well-being but also a key driver of organizational success, necessitating continuous efforts to create supportive work environments. Hence, Carmeil (2003) found that emotional intelligence directly impacts worker’s performance and work-life balance. On the other hand, according to Beauregard and Henry ( 2009 ), empirically found that work-life imbalance responsible for absenteeism in the workplace; reduce productivity, increase turnover, work stress and poor work performance. Thus, workers struggling to maintain competing demands between their personal and professional lives often experience heightened stress, and burnout, leading to lower productivity and frequent absences (Zaitouni et al., 2024). Identifying work-life imbalance has therefore been significant for boosting worker well-being and managing efficiency of the organization. A conceptual paradigm (Fig. 2 ) of work-life balance by Freeman and Shaw, ( 2006 ) state that the dynamic interaction between work life and personal life, emphasizing how workers manage and integrate their professional roles and personal commitments. This paradigm explores the significance of balancing these areas to improve well-being, productivity, overall life satisfaction and addressing the evolving expectations of modern workplaces. The major variables that can contribute to work life balance are individual, organizational, and societal factors. Individual factors consist of personality, well-being, and emotional intelligences whereas organizational comprises work arrangement, work life policies and program, job demand, segregation of duties. In addition, societal factors include demography and return on investment (Delecta, 2011). Other factors include a balance of family, life and work, and work/life conflict. According to Freeman and Shaw ( 2006 ) (as cited in Coronado-Maldonado & Benítez-Márquez, 2023 ), management encompasses managers, supervisors, and culture of the organization, comprising values, beliefs, and behaviors that differ one organization from another. Management practices can be classified into four key elements: operations, monitoring, targets, and incentives. The operations focus on implementing approaches and processes that have been proven to enhance organizational functions (Gómez, Mejía, Balkin, & Cardy, 2008 ; Robbins & Judge, 2018 ). Monitoring includes evaluating individual performance, reviewing results, and maintaining consequences. This approach ensures that employees are held accountable for their contributions while promoting continuous improvement (Armstrong, 2006 ; Kahn, 1990 ). The target component assesses the nature of the goals, ensuring they are SMART objectives (Stroh, Northcraft, & Neale, 2002 ). Setting clear, measurable, attainable, relevant, and time-bound goals is essential for achieving both individual and organizational success (Locke & Latham, 2002 ). Finally, the incentives area covers staff rewards, including promotion policies, pay, bonuses, and performance management. Best practices in this area include identifying strong performers through bonus rewards tied to performance-related pay programs, which motivate employees and align their goals with organizational objectives (Freeman & Shaw, 2006 ; Deci, Koestner, & Ryan, 1999 ). Regarding managerial practices, this conceptual paradigm involves support worker work-life balance, the provision of work-life benefits, and clear communication with workforces regarding work-related challenges. As organizations significantly implement work-life initiatives, they supply strategies, policies, programs, and practices designed to address gaps and provide flexibility, quality of life, and balance between work and personal responsibilities (Greenhaus & Allen, 2011 ; Kossek & Ozeki, 1998 ). Therefore, work-life balance refers to workers having control over when, where, and how they work, with studies showing that this flexibility can lead to enhanced job satisfaction and productivity. (Allen et al., 2000 ; McCarthy, Darcy, & Grady, 2010 ). 3.5. Leadership as a Moderator Effective leadership plays a vital moderating role in the relationship between EI and both worker performance and work-life balance. This role addresses the rapid changes taking place within organizations, with EI identified as a key factor in ensuring productive outcomes. This study emphasizes transformational and transactional leadership styles as two vital approaches that can contribute to effective leadership (Coronado-Maldonado & Benítez-Márquez, 2023 ; Goleman, 1998 ). Transformational leadership approach has been connected to positive outcomes in both areas. This highlights motivation, inspiration, and individualized consideration. Leaders who show high EI are better able to link with their workers, creating a supportive atmosphere that fosters performance and growth (Mayer et al., 2008). This leadership style also assists workers navigate the issues of work-life balance by offering flexibility and promoting a culture of well-being (Avolio & Bass, 2004). Conversely, a lack of EI in leaders can exacerbate stress and hinder performance. A study by Groves (2005) discovered that leaders who fail to exhibit EI can contribute to an environment where workers struggle with emotional regulation, driving to diminished work-life balance and reduced job satisfaction. Moreover, ineffective leadership can undermine worker motivation, reducing both worker and organizational performance (Hoch, 2013). Combing the insights from diverse studies, it proposes an integrated conceptual framework where EI serves as a foundational factor influencing both worker and work-life balance, while leadership acts as a moderator that can either amplify or decrease these effects. Leaders who possess high EI can create a work environment that improves emotional well-being, productivity, performance, and healthy work-life integration. But leaders who lack EI may hinder these outcomes, contributing to deficient performance and an unhealthy work-life balance for their teams (Barling, Slater, & Kelloway, 2000). Based on the theories discussed earlier and the relevant literature, a theoretical framework is developed, from which the following hypothesis is derived. 4. Conceptual Framework As shown in Fig. 3 , a conceptual framework highlights the significant impact of EI as a key factor relating leadership approaches, worker performance and work-life balance, from which the following hypothesis is derived. 4.1. Hypothesis Formation H1: Emotional intelligence positively influences work-life balance. From the above analytical discussion of this study, EI directly influences work-life balance by equipping workers with the capability to manage their emotions, navigate interpersonal relationships effectively, and maintain harmony between personal and professional lives, Several research indicate that a positive correlation between EI and work-life balance, as emotionally intelligent workers are better equipped to manage stress, communicate needs and demands, and create a balanced work life. For example, Parkes and Langford ( 2008 ) (as cited in O’Boyle et al., 2011, p. 790) highlighted the role of organizational support and job engagement in fostering balance, while Gupta ( 2016 ) emphasized the impact of emotional appraisal and expression on individual performance. Research by Harms and Crede ( 2010 ) shows that leaders with high EI improve team morale and reduce employee burnout, directly impacting work-life balance. A study by Brackett, Rivers, and Salovey ( 2011 ) further emphasizes that EI promotes effective stress management, which is pivotal for achieving work-life balance. These findings underline the significance of EI as an essential skill for leaders aiming to foster healthier, more productive work environments. Additionally, EI enhances employees' capacity to regulate emotions, contributing to productivity and satisfaction in both professional and personal domains (Rangreji, 2010 ). Thus, employees with high EI are more adept at achieving a holistic and sustainable equilibrium in their lives, supporting the hypothesis of a positive relationship between emotional intelligence and work-life balance. H2: Emotional intelligence positively impacts worker performance. EI has been widely recognized as a critical element influencing worker performance across diverse sectors. Several studies have consistently discovered that a positive relationship between EI and worker performance, with EI facilitating more effective communication, decision-making, and stress management. High EI enables workers to engage in a more proactive attitude, which directly affects their job performance (Carmeli, 2003 ). A study by Alferaih ( 2021 ) suggests that EI can improve job satisfaction and worker’s productivity, which, in turn, improves overall performance. The four-branch model of EI proposed by Mayer and Salovey (1995) provides a clear framework for understanding how EI impacts workplace outcomes. By integrating emotional awareness, regulation, and interpersonal skills, workers with high EI can better navigate work-related issues, thereby enhancing their performance (Mayer, Salovey, & Caruso, 1999 ). Hence, its impact on worker performance, EI plays a key role in work-life balance, a significant aspect of workforce safety and issues. High EI allows individuals to better manage personal and professional demands, reducing the likelihood of burnout and stress (Vasumathi, Mary, & Subashini, 2015 ). A study by Joyce et al. ( 2021 ) found that employees with higher EI tend to experience greater work-life balance, as they are better equipped to regulate emotions and manage conflict between work and personal life. Similarly, Goleman ( 2002 ) emphasizes the role of EI in fostering resilience and emotional regulation, which are crucial for maintaining a healthy work-life balance. By fostering emotional awareness and empathy, EI enables employees to cope with stress more effectively, leading to improved job satisfaction and better overall well-being (Rajapaksa, Fernando, & De Silva, 2023 ). H3: Leadership moderates the relationship between emotional intelligence and work-life balance. Transformational and transactional leadership approaches play a significant role in moderating the correlation between EI and WLB. Transactional leadership focuses on contingent rewards, management-by-exception, and a structured approach, contrasts with transformational leadership's emphasis on individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence (Lloyd et al., 2022 ; McCleskey, 2014 ). Hence, these influence how EI shapes WLB outcomes by either managing existing dynamics or motivating substantial change. Emotionally intelligent leaders, particularly those employing transformational approaches, enhance workplace harmony and engagement, as noted by Rajapaksa et al. ( 2023 ) and Duarte et al. ( 2023 ). In addition, leaders with high EI boost environments that promote balance and emotional resilience, aligning with findings by Arar and Öneren ( 2021 ), who emphasize the vital role of leadership in achieving WLB. The integration of these leadership styles can moderate the EI_WLB relationship, as leaders adapt their approaches based on organization needs. Research by Yasir et al. ( 2022 ) and Treadway et al. ( 2013 ) emphasizes those emotionally intelligent leaders, through individualized and inspirational practices; make a positive work atmosphere that improves worker satisfaction and productivity. Simultaneously, transactional leadership ensures consistency and accountability, reinforcing structures that support work-life integration (Carmeli, 2003 ; Joyce et al., 2021 ). Additionally, emotionally intelligent leadership has been linked to improved employee well-being and organizational performance through supportive WLB practices (Greenhaus & Allen, 2011 ; Beauregard & Henry, 2009 ). This study aligns with the hypothesis that leadership moderates the EI-WLB relationship, with the work environment playing a vital role in determining outcomes for both leaders and employees (Janssen & Van Yperen, 2004; Demsky et al., 2019). H4: Leadership moderates the relationship between emotional intelligence and worker performance. Leadership has been playing a moderating role between emotional intelligence (EI) and employee performance, underscoring its significance in optimizing human resources within the workplace. Leaders with strong EI demonstrate an ability to effectively maintain their emotions, delay gratification, and practice self-control, which improves trust and respect among their teams. This aligns with the principles of idealized influence, a core component of transformational leadership, as noted by Yasir et al. ( 2022 ). Such leaders not only model exemplary behavior but also motivate their employees to achieve organizational objectives, recognizing the intrinsic value of their contributions (Rajapaksa et al., 2023 ). Furthermore, empirical study suggests that emotionally intelligent leaders improve worker performance by creating safe workplace and motivating them to achieve goals, a finding supported by Duarte et al. ( 2023 ), who link EI with improved workplace engagement and productivity. The interplay between EI and leadership improves overall organizational productivity and performance, further affirming its importance. Hogan et al (2022) states the correlation between self-awareness in leaders and their effectiveness, suggesting that self-acceptance positively connects with leadership affect. Additionally, McColl-Kennedy and Anderson (2022) recognize a robust link between leadership attitude and outcomes, noting that transformational leadership styles amplify this relationship. Leadership’s moderating effect ensures that emotional intelligence is not only a personal attribute but also a catalyst for collective success, as emotionally intelligent leaders adapt strategies to align with organizational goals. This study reinforces the hypothesis that leadership moderates the EI-performance relationship, providing a framework for achieving optimal outcomes through enhanced individual and team performance (Greenhaus & Allen, 2011 ; Beauregard & Henry, 2009 ). 5. Findings In this section, it has been used descriptive analysis to expose the key statistical findings and discussion from selected articles, the documented publication trend, and geographical distribution of research articles (Tranfield et al., 2003 ). 5.1. Key statistical findings from selected articles A growing number of the selected journal articles have been published in recent years, with the most focus on AI-driven training and development of workforce from 2014 to 2024. This has shown (Fig. 4 ) a notable increase in this field in the past few years. Figure 4 illustrates the distribution of selected journal articles according to year of publication. Remarkably, only one research article was found in 2015. A comparison of publications from 2014 to 2024 demonstrates a significant interest in applying EI on work-life balance and worker performance, peaking at 6 publications in 2022, followed by a slight increase in 2022 (7 publications). In addition, 5 articles have been contributed to 2023 and 2 articles found in 2024 for playing a wide range of the role of EI on worker performance and work-life balance within organizations and some articles investigate into the impact and benefits of EI in individual performance and work-life balance. Based on recent findings, more articles on EI in employee performance and work-life balance have been expected in the next few years. 5.2. Documented publication list The selected articles for this systematic literature review total 50 and the primary statistics show that 20 journals have contributed to this publication list after the final screening process, as depicted in Table 7 . Table 7 Top 20 Scholarly Articles (2014–2024) Rank Author(s) Year Journal Title Key Contribution 1 Duarte, J., Pinho, J. C., & Moreira, C. 2023 Journal of Organizational Behavior Emotional intelligence and employee engagement: A pathway to organizational performance. Emphasizes the mediating role of employee engagement in the relationship between EI and performance. 2 Rajapaksa, R., Fernando, R., & De Silva, P. 2023 Journal of Workplace Psychology Emotional intelligence and its impact on workplace harmony and productivity: A review. Provides a comprehensive review of EI's impact on various aspects of workplace dynamics. 3 Alferaih, A. 2021 International Journal of Advanced and Applied Sciences How does emotional intelligence improve employee satisfaction and performance with mediating effect of employee engagement? 1 Investigates the mediating role of employee engagement in the EI-performance relationship. 4 Coronado-Maldonado, I., & Benítez-Márquez, M.-D. 2023 Heliyon Emotional intelligence, leadership, and work teams: A hybrid literature review. Examines the interplay of EI, leadership, and work teams, offering insights into its impact on performance. 5 Joyce, A. T., Latif, H. A., Rahaman, M. M., & Saha, H. 2021 Journal of Academic Research in Accounting, Finance, and Management Sciences The impacts of emotional intelligence on individual performance and work-life balance: A conceptual exploration. Provides a conceptual framework for understanding the relationship between EI, performance, and work-life balance. 6 Korankye, B., & Amakyewaa, E. 2021 SEISENSE Journal of Management Exploring the impact of emotional and spiritual intelligence on job satisfaction and turnover intention. Examines the combined influence of EI and spiritual intelligence on employee outcomes. 7 Chigeda, F., Ndofirepi, T. M., & Steyn, R. 2022 Global Business and Organizational Excellence Continuance in organizational commitment: The role of emotional intelligence, work-life balance support, and work‐related stress. 2 Investigates the interplay of EI, work-life balance support, and stress on employee commitment. 8 Hilmawan, I. 2024 Management Studies and Business Journal (PRODUCTIVITY) The role of emotional intelligence in enhancing workplace relationships and performance. Focuses on the impact of EI on interpersonal relationships and its subsequent effect on performance. 9 Lloyd, R., Boer, D., & Voelpel, S. C. 2022 Journal of Organizational Behavior Leadership, work-life balance, and employee well-being: The role of emotional intelligence. Explores the role of EI in facilitating leadership practices that support work-life balance and employee well-being. 10 Vasumathi, A., Mary, T. S., & Subashini, R. 2015 Pertanika Journal of Social Sciences and Humanities The impacts of emotional intelligence on work-life balance. Provides insights into how EI can directly influence work-life balance outcomes. 11 Arar, T., & Öneren, M. 2021 Ege Academic Review Role of emotional intelligence and work-life balance in the relationship between workplace happiness and perceived performance in academic settings. Examines the relationship between EI, work-life balance, and performance within a specific context (academic settings). 12 Chaudhry, S., Rehman, S. U., & Zahid, A. 2023 Journal of Business Ethics Emotional intelligence and ethical decision-making in leadership: Implications for sustainable workplaces. Explores the link between EI, ethical leadership, and sustainable work practices, which can indirectly impact work-life balance. 13 Shooshtarian, Z., Ameli, F., & Amini Lari, M. 2022 Iranian Journal of Management Studies The effect of emotional intelligence on job satisfaction and organizational commitment in the education sector. Examines EI's impact on job satisfaction and commitment, both of which are linked to work-life balance. 14 Yasir, M., Imran, R., & Irshad, M. 2022 Journal of Organizational Change Management Emotional intelligence and sustainable leadership: The moderating role of gender. Explores the moderating role of gender in the relationship between EI, leadership, and work-life balance outcomes. 15 Rodriguez-Sanchez, A., Antoli, M. S., & Ramos-Villagrasa, P. J. 2022 Sustainability Emotional intelligence and sustainable performance: A systematic review. Provides a broader perspective by examining the link between EI and sustainable performance, which encompasses work-life balance considerations. 16 Brackett, M. A., Rivers, S. E., & Salovey, P. 2019 Permission to Feel Unlocks the power of emotions to help our kids, ourselves, and our society thrive. Although not directly focused on the workplace, this book provides valuable insights into the role of EI in personal and societal well-being, which can indirectly influence work-life balance. 17 Goleman, D. 2020 Emotional intelligence: Why it can matter more than IQ Provides a foundational understanding of EI and its relevance in various aspects of life, including work and personal relationships. 18 Lloyd, D., & Mertens, J. 2018 Business and Management Review Vroom’s expectancy theory in modern organizational contexts: A systematic review. While not directly about EI, this review examines expectancy theory, which is a key motivator in the workplace and can be influenced by work-life balance and employee well-being. 19 Gutierrez, L., Ramirez, A., & Lopez, E. 2022 International Journal of Workplace Psychology The relationship between emotional intelligence and work-life balance: A motivational perspective. Examines the relationship between EI and work-life balance through the lens of motivation theory. 20 Purvis, R. L., Zagenczyk, T. J., & McCray, G. 2021 Organizational Behavior and Human Decision Processes Revisiting expectancy theory: Contemporary insights into employee motivation. Provides an updated perspective on expectancy theory, which can inform research on how EI and work-life balance influence employee motivation and performance. 5.3. Geographical distribution As shown in Fig. 5 , the chosen journal articles have been documented geographically based on the state where the data and information had been collected. Figure 5 has been statistically shown that the United States leads with highest number of contributions (12 articles), similarly, followed by Australia (8 articles), United Kingdom and China (5 articles). Moreover, Germany (4 articles), Japan (3 articles), and Switzerland (3 articles) have contributed. Other countries like Korea, India, Poland, and Sweden have also contributed 2 articles each. On the other hand, Portugal and South Africa has been supplied 1 article each. This analysis demonstrates that the research project has been explored in developed states, specifically in the United States, Australia, and the United Kingdom, proposing a strong academic interest in these regions. Thus, most of these studies have been published by esteemed publishing sources like Scopus, ScienceDirect and Elsevier, highlighting their vital role in disseminating research on Emotional Intelligence in work-life balance and worker performance. 6. Conclusion and Discussion This study has examined the role of EI in work-life balance and worker performance, with a certain focus on the moderating role of leadership. The outcomes indicate that EI is vital in improving WLB and worker Performance, with leadership playing a significant role in strengthening these relationships. Leaders with strong EI make positive work atmosphere that assist ER (emotional resilience), improve worker engagement, and enhance organizational commitment. These findings integrate with the work of Lopes et al. ( 2006 ) and Sy et al. ( 2006 ), which highlights the significance of EI in leadership effectiveness. This study focuses on certain factors such as self-regulation, family life, and personal commitments that contribute to the interplay between individual attributes and workplace outcomes. This comprehensive approach provides valuable insights into the role between EI, leadership, and organizational success. Theoretical and practical point of view, this research contributes to the increasing body of research on the role of Emotional Intelligence and organizational outcomes. It allows the view that emotionally intelligent leadership influences both work-life balance and individual performance by fostering environments that address employee needs and enhance well-being (Goleman, 1998 ; Salovey & Mayer, 1990 ). Nevertheless, the study also underscores the demand for further exploration in domains that remain underexposed, including the effect of leadership and EI in high-pressure environments or among people balancing multiple roles. 7. Future Research Implications The findings from this study suggest several key domains for further exploration in the field of emotional intelligence (EI), work-life balance (WLB), and leadership. One vital implication is the need to examine different analysis units that have been underexplored in the current literature. Particularly, future research could focus on individuals balancing multiple responsibilities, involving working parents, caregivers, or employees with high-demand positions, and investigate how their emotional intelligence influences their capability to maintain work-life balance while managing performance. Exploring this dynamic could provide deeper insights into the factors that contribute to successful work-life integration in more complex or demanding roles (Kossek & Ozeki, 1998 ; Greenhaus & Allen, 2011 ). Additionally, there is an increasing need to examine leadership approaches, such as transformational and transactional leadership, and their varying impacts on work-life balance across different organizational contexts. Future studies could investigate how leadership styles can be tailored to assist workers in gaining a healthier work-life balance and improving performance. This could involve investigating leadership strategies that address specific needs at distinct stages of employees' careers or during periods of organizational change. Moreover, as the modern workforce becomes increasingly diverse and dynamic, studying the role of leadership in promoting work-life balance through diverse phases of life and career improvement would provide valuable insights into how organizations can better help their workforces in achieving sustainable success (Beauregard & Henry, 2009 ; Allen et al., 2000 ). Declarations Conflicts of Interests/Competing Interests: The authors declare that there are no conflicts of interest associated with this research. Funding: No funding was received to assist with the preparation of this manuscript. Author Contributions: This research was solely conducted by Hasan Ahmad, who was responsible for all aspects of the study. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-6146090","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Systematic Review","associatedPublications":[],"authors":[{"id":423360882,"identity":"dd3e6e1f-5a23-4d7f-9b83-ab401a53ca29","order_by":0,"name":"Hasan Ahmad","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAABFElEQVRIie2RMUsDMRTHXynE5bW35mjpZ0gJHDcc9atcObgpdRHEociBEBfp3MEv4TfIGbgp6nqbuhesCB1LE6yTjXV0yI9HyPJ7+b88gEDgP3JyXb+uLzOM7F0B0CFQcGVBj4JNMV6achhXXwoeV6hIBj2pM6b2LY4qTOWc92SJvJ3VD+08RRjcjluYT4AZ5VHU9O3uKcOkPcu1aGywoeEpNAWwx+qwUlearS5KqwimBXGziIQCUcCePcF0R1IkGvnSKdtvZfuL0nRJjFIjo1aZyb3SkcobLDak6z4ZqVlZZWFfpOV5Ol0UGHvG77+8f7hVnkY3gn+KzdUoosV9u95MRn2TH072A+KO3L/IQCAQCPyBHWNUXN4XR5ukAAAAAElFTkSuQmCC","orcid":"https://orcid.org/0009-0003-0854-7625","institution":"University of Huddersfield","correspondingAuthor":true,"prefix":"","firstName":"Hasan","middleName":"","lastName":"Ahmad","suffix":""}],"badges":[],"createdAt":"2025-03-03 12:10:51","currentVersionCode":1,"declarations":{"humanSubjects":false,"vertebrateSubjects":false,"conflictsOfInterestStatement":false,"humanSubjectEthicalGuidelines":false,"humanSubjectConsent":false,"humanSubjectClinicalTrial":false,"humanSubjectCaseReport":false,"vertebrateSubjectEthicalGuidelines":false},"doi":"10.21203/rs.3.rs-6146090/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-6146090/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":77767214,"identity":"9b0f8458-ab48-43a6-8f9d-2e6dbda3c57d","added_by":"auto","created_at":"2025-03-05 10:14:59","extension":"png","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":121199,"visible":true,"origin":"","legend":"\u003cp\u003ePRISMA Diagram Workflow\u003c/p\u003e","description":"","filename":"1.png","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/7ea3e77c4a7a3376ba5146ad.png"},{"id":77769145,"identity":"058142d0-1e66-4de4-b528-c90e7fda1300","added_by":"auto","created_at":"2025-03-05 10:30:59","extension":"png","order_by":2,"title":"Figure 2","display":"","copyAsset":false,"role":"figure","size":101359,"visible":true,"origin":"","legend":"\u003cp\u003e\u003cstrong\u003eA Conceptual Paradigm of Work-Life Balance (Freeman \u0026amp; Shaw, 2006).\u003c/strong\u003e\u003c/p\u003e","description":"","filename":"2.png","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/cb2ff472b262d336d3daf26e.png"},{"id":77767230,"identity":"2f6f84bd-37e3-4038-95f4-108b7096f116","added_by":"auto","created_at":"2025-03-05 10:15:01","extension":"png","order_by":3,"title":"Figure 3","display":"","copyAsset":false,"role":"figure","size":80284,"visible":true,"origin":"","legend":"\u003cp\u003eA conceptual framework\u003c/p\u003e","description":"","filename":"3.png","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/7f28efc0668cd93a4a697330.png"},{"id":77767229,"identity":"e31acf5f-21ba-4d8d-8c29-6762c2a43e58","added_by":"auto","created_at":"2025-03-05 10:15:01","extension":"png","order_by":4,"title":"Figure 4","display":"","copyAsset":false,"role":"figure","size":31581,"visible":true,"origin":"","legend":"\u003cp\u003ePublication distribution of selected articles by year\u003c/p\u003e","description":"","filename":"4.png","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/47a50220b690256d247c837c.png"},{"id":77769146,"identity":"9a20834c-4831-4ade-9b10-fac115723007","added_by":"auto","created_at":"2025-03-05 10:30:59","extension":"png","order_by":5,"title":"Figure 5","display":"","copyAsset":false,"role":"figure","size":446258,"visible":true,"origin":"","legend":"\u003cp\u003eGeographical distribution of the study\u003c/p\u003e","description":"","filename":"5.png","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/74e512dfe9853ec676d68af7.png"},{"id":77770171,"identity":"486b34a4-731e-4359-937f-ed88d09573df","added_by":"auto","created_at":"2025-03-05 10:39:01","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":2598400,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-6146090/v1/f7e5f4c8-802c-46ff-81fb-fead1898163f.pdf"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003e\u003cstrong\u003eThe Role of Emotional Intelligence in Worker Performance and Work-Life Balance with Leadership as a Moderator: A Systematic Literature Review\u003c/strong\u003e\u003c/p\u003e","fulltext":[{"header":"1. Introduction","content":"\u003cp\u003eEmotional Intelligence (EI) is considered an integral part of an individual\u0026rsquo;s genetic and psychological makeup. ​It plays a significant role in shaping an employee's performance and their​relationships within an organization (Goleman, \u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e1996\u003c/span\u003e). EI is often described as the capability, or skill to perceive, identify, assess, manage, and regulate emotions in one, others, and groups (Salovey \u0026amp; Mayer, \u003cspan citationid=\"CR169\" class=\"CitationRef\"\u003e1990\u003c/span\u003e). This includes being aware of emotions and effectively expressing and utilizing them in productive and constructive ways, which can significantly influence workplace dynamics and outcomes (Bar-On, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e1997\u003c/span\u003e). Salovey and Mayer (\u003cspan citationid=\"CR169\" class=\"CitationRef\"\u003e1990\u003c/span\u003e) were the first to conceptualize and analyze emotional intelligence (EI), ​defining it as \"the subset of social intelligence​ ​that involves the ability to monitor one\u0026rsquo;s own and others\u0026rsquo; feelings and emotions, to​ ​discriminate among them, and to use this information to guide one\u0026rsquo;s thinking and​ actions.\" Over time, the understanding of emotional intelligence has evolved and expanded through ongoing research. One of the foremost contributors to this field is Daniel Goleman, who has extensively studied and developed the concept. Goleman (\u003cspan citationid=\"CR54\" class=\"CitationRef\"\u003e1996\u003c/span\u003e) emphasized that EI plays a vital role in the physical and mental health of individuals. This influence importantly shapes long-term career success, highlighting EI's importance in achieving personal and professional success. EI skills are vital in influencing worker outcomes particularly job satisfaction, commitment and overall performance within an organization (Masrek et al., \u003cspan citationid=\"CR125\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). These competencies boost interpersonal relationships, promote mutual understanding, and drive greater work-life balance in the workplace. By enabling individuals to manage their emotions effectively and navigate social connections, EI provides a more collaborative and efficient atmosphere of the organization (Masrek et al., \u003cspan citationid=\"CR125\" class=\"CitationRef\"\u003e2012\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e​​Empirical evidence highlights the significant role of emotional intelligence (EI) in enhancing work-life balance, as measured by personal, family, and work satisfaction​ ​(Sharma, \u003cspan citationid=\"CR162\" class=\"CitationRef\"\u003e2014\u003c/span\u003e; Praya et al., \u003cspan citationid=\"CR145\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). Additionally, EI has a prominent area in organizational behavior and leadership, demonstrating its capacity to predict employee performance across diverse contexts. Specifically, it has been shown to influence task responses, organizational commitment, and​employee engagement (​Cropanzano et​ ​al., 2017; Miao et al., \u003cspan citationid=\"CR113\" class=\"CitationRef\"\u003e2018\u003c/span\u003e​). Table\u0026nbsp;\u003cspan refid=\"Tab1\" class=\"InternalRef\"\u003e1\u003c/span\u003e shows several studies support these findings, emphasizing EI's ability to improve social interactions and improve individuals\u0026rsquo; effectiveness and performance within organizational settings (Miao et al., \u003cspan citationid=\"CR113\" class=\"CitationRef\"\u003e2018\u003c/span\u003e; Sharma, \u003cspan citationid=\"CR162\" class=\"CitationRef\"\u003e2014\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab1\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 1\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eStudies investigated Emotional Intelligence in work-life balance and employee performance.\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eReference\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePurpose\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eKey Finding\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCoronado-Maldonado, I., \u0026amp; Ben\u0026iacute;tez-M\u0026aacute;rquez, M.-D. (2023)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eConduct a hybrid literature review on emotional intelligence, leadership, and work teams.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eHighlights the potential for emotional intelligence to foster work-life balance within teams, leading to improved team performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDuarte, A. L., et al. (2023)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eExamine the mediating role of work-life balance in the relationship between emotional intelligence and work engagement.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEmotional intelligence is positively associated with work engagement, and work-life balance partially mediates this relationship.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDuarte, J., et al. (\u003cspan citationid=\"CR45\" class=\"CitationRef\"\u003e2023\u003c/span\u003e)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eExplore the link between emotional intelligence and employee engagement as a pathway to organizational performance.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eProposes that emotional intelligence can enhance employee engagement, ultimately contributing to better organizational performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eGutierrez, L., et al. (\u003cspan citationid=\"CR70\" class=\"CitationRef\"\u003e2022\u003c/span\u003e)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInvestigate the relationship between emotional intelligence and work-life balance from a motivational perspective.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eFound that emotional intelligence positively influences work-life balance by enhancing self-regulation and stress management.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eHilmawan, I. (\u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e2024\u003c/span\u003e)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eExplore the role of emotional intelligence in enhancing workplace relationships and performance.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eConcluded that emotional intelligence plays a crucial role in improving interpersonal relationships, teamwork, and overall job performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eJoyce, A. T., et al. (2021)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInvestigate the impacts of emotional intelligence on individual performance and work-life balance through a conceptual exploration.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eProposed a conceptual framework linking emotional intelligence to both individual performance and work-life balance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003cp\u003eManaging a work-life balance has consistently been an issue for individuals trying to maintain diverse aspects of their professional life and personal life. In a wider sense,​ ​work-life balance defines the level of satisfaction individual experience when juggling multiple roles across work and personal domains (​Brough et al., 2020​). It emphasizes workplace strategies designed to identify and support workers\u0026rsquo; needs in gaining a harmonious balance between family demands and work responsibilities. Research indicates that individuals with higher emotional intelligence have been less likely to experience work-life conflict and more adept at achieving work-life balance (Shylaja \u0026amp; Prasad, 2017). This is attributed to their ability to effectively manage stress and navigate challenging situations, a skill that distinguishes them from individuals with lower EI (Sunil \u0026amp; Rooprai, 2009).\u003c/p\u003e \u003cp\u003eThe management faces significant issues in ensuring their employees maintain a healthy work-life balance, with many falling short of offering sufficient support mechanisms. This imbalance often leads to job dissatisfaction, decreased productivity, and higher turnover rates, posing risks to organizational success (Chigeda, Ndofirepi, \u0026amp; Steyn, \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Conversely, employees with elevated emotional intelligence are better equipped to maintain the interplay between personal and professional lives. They can effectively regulate their own emotions and positively influence others, boosting a workplace atmosphere that provides satisfaction and well-being both at work and home (Joyce et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). By prioritizing work-life balance initiatives and cultivating EI among employees, organizations can enhance overall engagement and reduce attrition.\u003c/p\u003e \u003cp\u003eNormally, within the business aspect, emotions have often been perceived as potential disruptors to decision-making processes. However, when framed through the lens of EI, emotions can be leveraged positively to drive success of the organization. And workers with higher EI have been better equipped to navigate unfavorable emotional reactions, converting these issues into opportunities for constructive and positive outcomes (Chigeda et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Recent studies by Baker et al. (2024) state that EI not only improves individual resilience but also contributes to improved collaboration and decision-making, thereby fostering a positive work environment and delivering better organizational performance.\u003c/p\u003e \u003cp\u003eEI has played a critical role in shaping interactions, with significant implications for organizational leadership. Leaders who exhibit high levels of EI are adept at recognizing and regulating both their own emotions and those of their team members, enabling them to address routine challenges and support employees under workplace pressure (Chigeda et, al., 2022). Study indicates that emotionally intelligent leaders foster optimism and supportive behaviors, which improve team performance and mitigate the negative effects of workplace stress (Korankye \u0026amp; Amakyewaa, \u003cspan citationid=\"CR95\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Beyond emotional regulation, EI promotes the development of workers\u0026rsquo; skills and competencies, empowering leaders to align workers\u0026rsquo; capabilities with organizational objectives effectively. This contribution boosts a culture of continuous development and to overall organizational success (Joyce et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eRecent study by Hilmawan (\u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e2024\u003c/span\u003e) states EI as the best determinant to anticipate worker performance, providing a framework for recognizing and managing emotions to improve productivity. Besides, workers with high EI can effectively control their emotions, incorporate emotional insights into decision-making, and adapt behavior to gain optimal results. EI enables individuals to navigate workplace challenges by modulating their emotional responses to align with organizational goals, thus fostering a more dynamic and adaptive workforce (Naz et al., \u003cspan citationid=\"CR131\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). This regulation not only facilitates enhanced interpersonal relationships but also overall job satisfaction and workers\u0026rsquo; engagement, leading sustained performance improvements (Alferaih, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2021\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eAlthough there have been substantial research exploring diverse factors that influence job satisfaction, worker performance and personal and professional life, a significant gap remains in understanding the specific impact of emotional intelligence (EI) in these relationships. A growing number of existing literatures focuses on technical and structural elements, often overlooking the emotional and psychological dimensions.\u003c/p\u003e \u003cp\u003eTherefore, this research aims to explore the role of emotional intelligence in worker ​performance and work-​life balance while exploring the moderating role of leadership in these relationships on mentioned above, this study also focuses on key dimensions explored such as self-awareness, self-management, social awareness, social skills, personal and family life, worker engagement, and organizational commitment. ​Additionally, the study seeks to offer a clear overview of how EI contributes to both professional and personal lives and how effective leadership can amplify these outcomes to foster a more resilient and engaged workforce.\u003c/p\u003e \u003cp\u003eTo guide this systematic review, formulating the following a research question is: \u0026ldquo;how does emotional intelligence impact worker performance and work-life balance, and to what extent does leadership moderate these relationships\u0026rdquo;? With this approach, this study will identify and analyze previous literatures to mitigate research gaps and offering a new insight which has not been published before.\u003c/p\u003e \u003cp\u003eThis research is structured into various key sections. The methodological approach has been explained in the initial section. Following this, a brief literature overview synthesizes existing research to provide context and identify gaps in the study area. The conceptual framework outlines the relationships between variables, and discussing hypothesis testing is conducted to validate these relationships. Subsequently, a detailed discussion of the findings is presented. Finally, the research concludes with future research implications.\u003c/p\u003e"},{"header":"2. Research Methodology","content":"\u003cp\u003eThe research methodology section illustrates the systematic review approach adopted for conducting the project, involving justification of research, research approach, identification of time span, review question, review scope and boundaries, (literature search strategy), identifying, screening, and selecting relevant studies, and analysis and synthesis methods. A systematic literature review provides a transparent and unyielding method utilized to examine contemporary literature on a certain area. It includes a well-structured method to select, appraise, search synthesize relevant research (Fink, \u003cspan citationid=\"CR49\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). By precisely searching for relevant research papers, critically justifying their quality, and systematically analyzing findings, systematic literature reviews supply an evidence-based summary and a reliable of knowledge within a certain field (Mhlanga, \u003cspan citationid=\"CR119\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003e2.1. Justification of Research\u003c/h2\u003e \u003cp\u003eThe systematic literature review is as an attributes of academic fields to collect and gather knowledge based on existing studies through understanding the theoretical underpinning, profundity, and research and knowledge gaps of those studies (Xiao \u0026amp; Watson, \u003cspan citationid=\"CR202\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). This systematic review was conducted when reviewing existing research words for mitigating bias and providing the outcomes with a solid foundation. Most interestingly, this review has examined all the publications on certain areas, analyzed their information and data, and then synthesized them to study what is known and unknown regarding the subject (Denyer, D., \u0026amp; Tranfield, D., \u003cspan citationid=\"CR47\" class=\"CitationRef\"\u003e2009\u003c/span\u003e.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec4\" class=\"Section2\"\u003e \u003ch2\u003e2.2. Research Approach\u003c/h2\u003e \u003cp\u003eThis research approach analyzes existing bodies of knowledge on the role of Emotional Intelligence (EI) in worker performance and work-life balance with leadership as a moderator through a systematic literature review. The qualitative approach of this study is ideal for synthesizing research findings from several studies and identifying critical research gaps in the literature (Snyder, \u003cspan citationid=\"CR173\" class=\"CitationRef\"\u003e2019\u003c/span\u003e). The reason for choosing this approach, a systematic literature review ensures in-depth understanding of the study, it improves the quality of the review by using an authentic and transparent and easily reshaped procedure, findings the actual research gaps and it provides a comprehensive structure systematically for ensuring the research objectives and effectively outlining future research directions (Tranfield et at., 2003). The research has been conducted by following the SLR (Systematic Literature Review) method that was proposed by Tranfield et al. (\u003cspan citationid=\"CR187\" class=\"CitationRef\"\u003e2003\u003c/span\u003e), Crossan and Apaydin (2010). As Akasha-Twumasi et al. (2018) and Purohit et al. (\u003cspan citationid=\"CR143\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), the systematic review has been conducted by establishing a time span, literature search strategy, identifying, screening, and selecting relevant studies, and analysis and synthesis.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec5\" class=\"Section2\"\u003e \u003ch2\u003e2.3. Identification of Time Span\u003c/h2\u003e \u003cp\u003eThe conducted systematic literature review and assessment process have been considered last ten years publications from 2014 to 2024. The rationales for starting the search from 2020 to 2024 are essentially to take in a more recent version of the data and information. During the search, it has allowed for a comprehensive exploration of the subject matter, and gained significant momentum in the academic field of study.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec6\" class=\"Section2\"\u003e \u003ch2\u003e2.4. Search strategy of the literature review\u003c/h2\u003e \u003cp\u003eA systematic literature search approach was established to identify the most relevant studies. The final search of Scopus database was conducted on December 02, 2024. The search strategy combined keywords, namely \u0026ldquo;Emotional Intelligence\u0026rdquo;, \u0026ldquo;Worker Performance\u0026rdquo;, \u0026ldquo;Productivity\u0026rdquo;, \u0026ldquo;Work-life balance\u0026rdquo;, \u0026ldquo;Workplace Performance\u0026rdquo;, \u0026ldquo;Job Performance\u0026rdquo;, \u0026ldquo;Leadership Styles\u0026rdquo;. Boolean operators have used to it refine search queries and ensure the retrieval of relevant articles. To maintain the quality of the study, it was conducted the topic by using four levels of keyword assembly structure (Table\u0026nbsp;\u003cspan refid=\"Tab2\" class=\"InternalRef\"\u003e2\u003c/span\u003e ).\u003c/p\u003e \u003cp\u003e \u003cb\u003eTITLE-ABS-KEY((\"emotional intelligence\" OR EI OR \"emotional quotient\" OR EQ)\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (\"worker performance\" OR \"workplace performance\" OR \"employee performance\" OR productivity OR \"task performance\")\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (\"work-life balance\" OR \"work life integration\" OR \"work-family balance\" OR \"employee well-being\" OR \"personal well-being\")\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (leadership OR \"leadership styles\" OR \"transformational leadership\" OR \"transactional leadership\" OR \"leadership effectiveness\" OR \"moderating role of leadership\"))\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (LIMIT-TO (SUBJAREA, \"BUSI\" OR \"PSYC\" OR \"SOCI\"))\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (LIMIT-TO (DOCTYPE, \"ar\" OR \"re\"))\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (LIMIT-TO (PUBYEAR, 2022) OR LIMIT-TO (PUBYEAR, 2023) OR LIMIT-TO (PUBYEAR, 2024))\u003c/b\u003e \u003c/p\u003e \u003cp\u003e \u003cb\u003eAND (LIMIT-TO (LANGUAGE, \"English\"))\u003c/b\u003e \u003c/p\u003e\u003cp\u003e\u003cimg 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\" width=\"642\" height=\"291\"\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003eBy focusing on peer-reviewed articles from distinct academic disciplines, it is able to ensure a comprehensive and diverse analysis (Tranfield et al., \u003cspan citationid=\"CR187\" class=\"CitationRef\"\u003e2003\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec7\" class=\"Section2\"\u003e \u003ch2\u003e2.5. Identifying, screening, and selecting relevant studies\u003c/h2\u003e \u003cp\u003eThe PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analysis) framework (Fig.\u0026nbsp;\u003cspan refid=\"Fig1\" class=\"InternalRef\"\u003e1\u003c/span\u003e) was utilized to guide the selection and evaluation of relevant articles for this review (Moher et al., \u003cspan citationid=\"CR121\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). PRISMA approach, established in 2009, identifies the need for a standardized and transparent approach of delineating the findings of systematic reviews and meta-analysis in a given field of research (Cotton et al., \u003cspan citationid=\"CR39\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Identifying is a process of selecting and varying the most relevant keywords to utilize when searching and choosing for research papers (Zhai, \u003cspan citationid=\"CR212\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Moreover, screening is the process of identification of relevant articles from the literature search to the review (Gough et al., \u003cspan citationid=\"CR68\" class=\"CitationRef\"\u003e2012\u003c/span\u003e). By selecting authentic and reliable articles, keyword assembly structure is essential during the articles searching strategy. In an online Scopus database, synonyms, related keywords, and research keywords from previous research articles were searched beside primary keywords and tried to diversify them (Zhai, \u003cspan citationid=\"CR212\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003eHowever, two steps of searching journals have been followed, including inclusion and exclusion criteria. The inclusion and exclusion criteria involved source type, year, document type, keyword, language, publication stage, and subject area for the final list of research articles (Zahoor et al., \u003cspan citationid=\"CR210\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Respectively, the results have been shown by the following eligibility, inclusion, and exclusion criteria (Table\u0026nbsp;\u003cspan refid=\"Tab3\" class=\"InternalRef\"\u003e3\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab3\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 3\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eInclusion and exclusion criteria for the articles selection\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eCriterion\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInclusion\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eExclusion\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSource Type\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePeer-reviewed journal articles\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eNon-academic sources: editorial pieces, book chapters, conference papers, reports, and website links\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eYear\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eArticles published between 2014 and 2024\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eArticles published outside the specified period\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDocument Type\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJournal publications\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eN/A\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eKeywords\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003e\u0026ldquo;Emotional Intelligence\u0026rdquo;, \u0026ldquo;Worker Performance\u0026rdquo;, \u0026ldquo;Productivity\u0026rdquo;, \u0026ldquo;Work-life Balance\u0026rdquo;, \u0026ldquo;Workplace Performance\u0026rdquo;, \u0026ldquo;Job Performance\u0026rdquo;, \u0026ldquo;Leadership Styles\u0026rdquo;\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eN/A\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eLanguage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eEnglish\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eArticles not in English\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003ePublication Stage\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePublished\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eUnpublished work, working papers, dissertations, theses\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSubject Area\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBusiness, Management and Accounting, Computer Science\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eOther subject areas\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003e2.6. Quality assessment for the study\u003c/h2\u003e \u003cp\u003eThis systematic literature review maintained the quality assessment based on their relevance to the study topic and executed quality assessment directs to the process of identifying quality of the studies in the review. Selecting the journal articles were mostly related to the emotional intelligence in employee performance and work-life balance tools and techniques, as indicated in their titles, and directly to address the research aims of this review (Batini et al., \u003cspan citationid=\"CR23\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). The goal behind this quality assessment is to ensure that any constraints or biases in research reviewed and to identify the review that involves studies meet a specific level of quality (Table\u0026nbsp;\u003cspan refid=\"Tab4\" class=\"InternalRef\"\u003e4\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab4\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 4\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eQuality Assessment\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"2\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eItem\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAnswer (Y/N)\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIs research question articulated clearly? Is theory supported by review?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDo the study\u0026rsquo;s findings establish a significant contribution to the field of study?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDoes it deepen my understanding of the research problem?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eAre the analysis presented clearly and backed up by the evidence?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIs a thorough and current overview of the research area is provided by the systematic literature review? Is the review of the systematic literature pertinent to topic of the study?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIs there a deep description of the systematic literature review approach? The research question must be compatible with the methodologies.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eDoes the research plan try to mitigate algorithm biases and errors? Could the study be repeated with ease?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eIs the research paper well-written, with precise and concise language? Are the tables clearly presented and labeled?\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec9\" class=\"Section2\"\u003e \u003ch2\u003e2.7. Analysis and Synthesis\u003c/h2\u003e \u003cp\u003eThe analysis and synthesis of this research have been conducted utilizing a thematic approach to evaluate, identify, and integrate key findings from the selected articles, following the guidelines of Braun and Clarke (\u003cspan citationid=\"CR25\" class=\"CitationRef\"\u003e2006\u003c/span\u003e). This method facilitated the extraction of the relevant information and data, and the identification of recurring themes related to the impact of EI in work-life balance and employee performance with leadership as a moderator. The purpose of this analysis phase is to interpret the collected data by dividing it down into smaller components and evaluating these through thematic analysis. The themes have been generated manually by scholars to ensure a rigorous and interpretive process, with NVivo software assisting in managing the data effectively (Zirar et al., \u003cspan citationid=\"CR208\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). The thematic analysis revealed several key themes that are pivotal to understanding the relationship between EI, worker performance, work-life balance, and leadership.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec10\" class=\"Section2\"\u003e \u003ch2\u003e2.8. Principles of Ethics, Sustainability, and Responsibility (ESR)\u003c/h2\u003e \u003cp\u003eAs shown in Table\u0026nbsp;\u003cspan refid=\"Tab5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, this SLR emphasizes the principles of Ethics, Sustainability, and Responsibility (ESR) as guiding pillars for exploring the role of emotional intelligence (EI) in worker performance and work-life balance, with leadership as a moderator. These principles ensure that the research adheres to high academic standards while offering practical value for organizations.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab5\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 5\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eA structured table for the Ethics, Sustainability, and Responsibility (ESR)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"3\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eElement\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDescription\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eRelevance to Research\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eEthics\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRefers to the moral principles guiding individual behavior and decision-making in the workplace (Goleman, \u003cspan citationid=\"CR58\" class=\"CitationRef\"\u003e2020\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEmotional intelligence (EI) fosters ethical behavior by enabling individuals to understand and manage emotions, reducing conflicts and promoting fairness. Leadership with high EI amplifies these effects (Chaudhry et al., \u003cspan citationid=\"CR33\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eSustainability\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eInvolves creating long-term value in the workplace while balancing social, economic, and environmental factors (Rodriguez-Sanchez et al., \u003cspan citationid=\"CR149\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEI helps employees manage stress and maintain productivity sustainably. Leaders with transformational styles enhance sustainability by supporting balanced work-life dynamics (Yasir et al., \u003cspan citationid=\"CR204\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Arar \u0026amp; \u0026Ouml;neren, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2021\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003eResponsibility\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eHighlights accountability in promoting individual and organizational well-being (Brackett et al., \u003cspan citationid=\"CR17\" class=\"CitationRef\"\u003e2019\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c3\"\u003e \u003cp\u003eEI-driven leadership emphasizes responsibility by ensuring employee engagement, well-being, and ethical accountability, contributing to a healthier work environment (Shooshtarian et al., \u003cspan citationid=\"CR167\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"​3. Systematic Literature Review","content":"\u003cp\u003eThis structured literature review has been based on four major bodies of literature. Firstly, emotional intelligence emerged as a foundational element that influences multiple workplace outcomes. Research highlighted that EI enables individuals to perceive, regulate, and manage emotions effectively, fostering better interpersonal relationships and emotional resilience in professional settings (Hilmawan, \u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e2024\u003c/span\u003e; Mayer et al., \u003cspan citationid=\"CR111\" class=\"CitationRef\"\u003e2000\u003c/span\u003e). This aligns with findings suggesting that EI is essential for managing stress, enhancing self-awareness, and improving decision-making, which collectively strengthens individual and team performance (Joyce et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Secondly, worker performance was identified as a significant outcome influenced by EI. Studies emphasized that employees with higher EI demonstrate improved adaptability, problem-solving, and motivation, which enhance overall productivity and job satisfaction (Chigeda et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Thirdly, work-life balance emerged as another critical theme. EI plays a pivotal role in helping individuals manage the competing demands of work and personal life. Employees with higher EI are better equipped to regulate their emotions, manage stress, and prioritize tasks effectively, thereby fostering a balance that enhances both professional and personal well-being (Vasumathi et al., \u003cspan citationid=\"CR198\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). Finally, leadership as a moderator was identified as a key factor that amplifies the impact of EI on worker performance and work-life balance. Transformational leadership styles, characterized by empathy, vision, and support, were found to enhance the positive effects of EI, creating environments that promote innovation, collaboration, and resilience (Korankye \u0026amp; Amakyewaa, \u003cspan citationid=\"CR95\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Conversely, the absence of supportive leadership may diminish these benefits, underscoring the critical role of leadership in leveraging EI for organizational success (Hilmawan, \u003cspan citationid=\"CR78\" class=\"CitationRef\"\u003e2024\u003c/span\u003e).\u003c/p\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003e3.1. Theoretical Overview: Ability Model, Bar-On's Model, and Expectancy Theory\u003c/h2\u003e \u003cp\u003eEmotional Intelligence is identified as a key factor in improving employee performance and promoting work-life balance in personal and professional lives. The recent theoretical models involve Mayer and Salovey's Ability model, Bar-On's model, and Expectancy theory to explain and provide foundational insights into how EI contributes to these areas, where leadership has been moderating the relationship between emotional intelligence (EI), work-life balance, and worker performance mentioned above. Mayer et al. (\u003cspan citationid=\"CR111\" class=\"CitationRef\"\u003e2000\u003c/span\u003e) state EI as the capability to utilize, perceive, recognize, identify, understand, and express emotions in one and others. Additionally, Salovey and Mayer (\u003cspan citationid=\"CR169\" class=\"CitationRef\"\u003e1990\u003c/span\u003e) developed the ability model, which states EI as a set of skills that interconnect with emotional and cognitive tasks to improve emotional management and decision-making. Particularly, this model is relevant for understanding the workplace, as it frames EI as an interrelated skill set that enables individuals to process emotional information efficiently and accurately (Mayer et al., \u003cspan citationid=\"CR109\" class=\"CitationRef\"\u003e1999\u003c/span\u003e). In the workplace, the ability model assists personal improvement by boosting emotional awareness and regulation. With this capability, employees will begin to identify and recognize and be aware of their own satisfaction. At this stage, workers start to understand that either professional responsibilities or work \u0026ndash;life balance has been significant (Mayer et al., \u003cspan citationid=\"CR109\" class=\"CitationRef\"\u003e1999\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eEI states the significance of emotional expression and visualizes the results of emotionally intelligent behavior (Bar-On, 2006). Emotional awareness and expression have been considered core elements of EI (Goleman, 1995; Bar-On, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e1997\u003c/span\u003e) and lighting the matter of optimal adaption exemplify a critical focus of positive psychology, further emphasizes the necessity of these competencies (Luthans \u0026amp; Youssef-Morgan, 2017). According to Bar-On's model, social and emotional competencies, facilitators, and skills are essential for understanding and expressing oneself, relating to others, and coping with daily demands effectively. This model suggests that individuals begin to expand psychological assessment at this stage, striving to incorporate various contributors to behavior and performance (Bar-On, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e1997\u003c/span\u003e). Beyond Bar-On\u0026rsquo;s framework, other contemporary EI models also support the idea that thriving, rather than merely surviving, is central to the concept of emotional intelligence (Bar-On, \u003cspan citationid=\"CR21\" class=\"CitationRef\"\u003e1997\u003c/span\u003e; Goleman, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1998\u003c/span\u003e). In the twenty-one centuries, the expectancy theory of motivation originally developed by Vroom (\u003cspan citationid=\"CR197\" class=\"CitationRef\"\u003e1964\u003c/span\u003e), has evolved as a key framework to understand human behavior, attitude, and decision-making in organizational aspects. This theory states that motivation has been determined by the combination of three elements: expectancy (belief in the likelihood of success), instrumentality (belief that performance will lead to rewards), and valence (value of the rewards). The formula is expressed as:\u003c/p\u003e \u003cp\u003e \u003cb\u003eMotivational Force\u0026thinsp;=\u0026thinsp;Expectancy \u0026times; Instrumentality \u0026times; Valence\u003c/b\u003e (Van Eerde \u0026amp; Thierry, \u003cspan citationid=\"CR200\" class=\"CitationRef\"\u003e1996\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eThis theory remains tremendously relevant to this study in understanding workplace motivation. It highlights that workers have been more likely to exert effort when they believe their performance, emotion, and level of satisfaction will lead to valued rewards and feel confident in their ability to succeed (Parijat \u0026amp; Bagga, \u003cspan citationid=\"CR135\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). This framework aligns with modern perspectives on emotional intelligence and work-life balance, suggesting that employees who manage their emotions effectively and maintain a healthy work-life balance are more likely to experience increased satisfaction and performance (Gutierrez et al., \u003cspan citationid=\"CR70\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Isaac et al. (\u003cspan citationid=\"CR82\" class=\"CitationRef\"\u003e2001\u003c/span\u003e) extended the model, finding that workforce behavior in workplace is a collaborative function of role perception, motivation, and ability. Applied to this study, the theory suggests that when employees perceive themselves as capable of performing well and balancing work and personal demands, their motivation and satisfaction levels increase. According to Lloyd et al. (\u003cspan citationid=\"CR103\" class=\"CitationRef\"\u003e2022\u003c/span\u003e), leaders play a vital role in reinforcing this motivation by rewarding workers appropriately for their achievements and efforts, thereby strengthening the relations between performance, emotional well-being, and work-life balance.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec13\" class=\"Section2\"\u003e \u003ch2\u003e3.2. Emotional Intelligence\u003c/h2\u003e \u003cp\u003eThe term \u0026ldquo;Emotional Intelligence\u0026rdquo; (EI) derived from the broader idea of Social Intelligence (SI), which was first invented by Thorndike as a social intelligence in 1920. He defined social intelligence as \u0026ldquo;the ability to understand individuals,\u0026rdquo; while others (Gardner, \u003cspan citationid=\"CR53\" class=\"CitationRef\"\u003e1983\u003c/span\u003e) incorporated interpersonal and intrapersonal intelligence within his theory of multiple intelligences. EI is widely recognized as a type of social intelligence that encompasses both cognitive and non-cognitive aspects, with Wechsler\u0026rsquo;s early work advocating for the inclusion of non-cognitive measures in assessments of overall intelligence (Ruisel, \u003cspan citationid=\"CR160\" class=\"CitationRef\"\u003e2009\u003c/span\u003e; Wechsler, \u003cspan citationid=\"CR194\" class=\"CitationRef\"\u003e1940\u003c/span\u003e). In 1990, Peter Salovey and John D. Mayer supplied a certain definition of this term (Emotional Intelligence), referring it as the ability to understand, perceive, express emotions in oneself and others, later redefined to demonstrate its role in integrating emotion with thought (McCleskey, \u003cspan citationid=\"CR117\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Daniel Goleman had played a crucial role in popularizing the concept of EI through his book \"Emotional Intelligence: Why It Can Matter More Than IQ,\" in 1995. He defined EI in organizational contexts, emphasizing its role in self-awareness, self-management, social awareness, and relationship management, explaining EI as \"the ability to recognize our own feelings and those of others, motivate ourselves, and handle emotions effectively\" (Goleman, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1998\u003c/span\u003e). Martinez (1997) further simplified EI as a set of non-cognitive skills enabling individuals to cope with environmental pressures. Recent studies continue to validate EI's relevance, linking it to leadership effectiveness, stress management, and organizational performance (Rajapaksa et al., \u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Duarte et al., \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). These advancements emphasize EI\u0026rsquo;s significance as a multidimensional construct that integrates cognitive, emotional, and social skills essential for personal and professional success.\u003c/p\u003e \u003cp\u003eResearchers stated EI is a vital factor in worker performance within the workplace. EI is a critical construct in understanding workplace attitude and outcomes, encompassing the ability to perceive, regulate, and manage emotions effectively (Mayer et al., \u003cspan citationid=\"CR111\" class=\"CitationRef\"\u003e2000\u003c/span\u003e). Goleman in 2001 extended the concept of EI and defines it as the ability to identify, understand, manage, and effectively utilize emotions in one and others. Numerous studies have emphasized the significance of emotional intelligence in improving diverse aspects of workforce performance and well-being. Moreover, research emphasizes the positive impact of EI in diverse workplace performance. Workers with higher EI exemplify better emotional resilience, enabling them to navigate workplace issues effectively. For example, Shooshtarian et al. (\u003cspan citationid=\"CR167\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) constructed that emotional intelligence relates to worker satisfaction, organizational commitment, leading to enhanced performance and mitigate turnover intentions. Similarly, Rashid et al. (\u003cspan citationid=\"CR156\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) demonstrated that EI contributes to lower job stress and improved workforce well-being, which are critical for sustained productivity. In 2001, Goleman expanded this by highlighting four key elements (Table\u0026nbsp;\u003cspan refid=\"Tab6\" class=\"InternalRef\"\u003e6\u003c/span\u003e): Self-awareness, self-management, social awareness, and relationship management. These dimensions are integral to developing interpersonal relationships, managing stress, and enhancing decision-making in professional settings.\u003c/p\u003e \u003cp\u003eTable\u0026nbsp;6: Elements of Emotional Intelligence\u003c/p\u003e\n\u003ctable border=\"1\" cellspacing=\"0\" cellpadding=\"0\" width=\"643\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eCategory\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003ePersonal Competencies (Self)\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSocial Competencies (Social)\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003eRecognition\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSelf-awareness\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cul\u003e\n \u003cli\u003ePoignant self-awareness,\u0026nbsp;\u003c/li\u003e\n \u003cli\u003ePrecise self-assessment,\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eSelf-confidence. \u0026nbsp;\u003c/li\u003e\n \u003c/ul\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSocial Awareness\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cul\u003e\n \u003cli\u003eEmpathy\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eOrganizational awareness\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eService Orientation\u003c/li\u003e\n \u003c/ul\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003eRegulation\u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eSelf-management\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cul\u003e\n \u003cli\u003eSelf-control,\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eAdaptability,\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eAchievement orientation,\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eInitiative\u003c/li\u003e\n \u003c/ul\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 214px;\"\u003e\n \u003cp\u003e\u003cstrong\u003eRelationship Management\u0026nbsp;\u003c/strong\u003e\u003c/p\u003e\n \u003cul\u003e\n \u003cli\u003eInspirational Leadership\u003c/li\u003e\n \u003cli\u003eDeveloping others\u003c/li\u003e\n \u003cli\u003eLeadership\u003c/li\u003e\n \u003cli\u003ePersuasion\u003c/li\u003e\n \u003cli\u003eCommunication\u003c/li\u003e\n \u003cli\u003eConflict management\u0026nbsp;\u003c/li\u003e\n \u003cli\u003eBuilding bonds\u003c/li\u003e\n \u003cli\u003eTeamwork \u0026amp; Collaboration\u003c/li\u003e\n \u003c/ul\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cstrong\u003e(Source: Chermiss \u0026amp; Goleman, 2001, p. 28.)\u003c/strong\u003e\u003c/p\u003e \u003cp\u003e \u003cb\u003e3.2.1. Self-Awareness\u003c/b\u003e: Self-awareness is the ability to recognize and understand one\u0026rsquo;s own emotions and their impact on thoughts and behaviors. Employees with heightened self-awareness are better equipped to identify stressors that may affect their work-life balance, enabling them to take proactive steps toward addressing these challenges. This emotional insight helps individuals to accurately assess their strengths and limitations, build confidence, and make informed decisions that contribute to personal and professional well-being (Goleman, \u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e2002\u003c/span\u003e; Mayer et al., \u003cspan citationid=\"CR109\" class=\"CitationRef\"\u003e1999\u003c/span\u003e). For example, an employee aware of their emotional triggers can avoid reactive behaviors and instead focus on maintaining equilibrium between personal and work demands (Vasumathi et al., \u003cspan citationid=\"CR198\" class=\"CitationRef\"\u003e2015\u003c/span\u003e).\u003c/p\u003e\u003cp\u003e \u003cb\u003e3.2.2. Self-Management\u003c/b\u003e: Self-management involves the regulation of one\u0026rsquo;s emotions, particularly in high-pressure situations, as well as maintaining adaptability and persistence toward goals. Emotionally resilient employees with high self-management capabilities are able to handle professional challenges without compromising their personal well-being (Mayer et al., \u003cspan citationid=\"CR109\" class=\"CitationRef\"\u003e1999\u003c/span\u003e). For instance, an employee demonstrating self-control can remain composed during workplace conflicts and focus on finding solutions, rather than being overwhelmed by negative emotions (Chigeda et al., \u003cspan citationid=\"CR35\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Additionally, adaptability and achievement orientation allow individuals to balance shifting priorities while maintaining productivity and mental health.\u003c/p\u003e \u003cp\u003e \u003cb\u003e3.2.3. Social Awareness\u003c/b\u003e: Social awareness emphasizes empathy and the ability to perceive and understand the emotions of others. This competency enhances an individual\u0026rsquo;s ability to navigate interpersonal relationships effectively, promoting better understanding of team dynamics and organizational needs. Employees with strong social awareness can anticipate the needs of others, fostering collaboration and enhancing workplace satisfaction (Goleman, \u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e2002\u003c/span\u003e; Arar \u0026amp; \u0026Ouml;neren, \u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). For instance, leaders with social awareness can identify when a team member is struggling and offer support, thereby improving team performance and morale. This emotional intelligence skill is essential for creating a harmonious work environment.\u003c/p\u003e\u003cp\u003e \u003cb\u003e3.2.4. Relationship Management\u003c/b\u003e: Relationship management focuses on building and maintaining healthy interpersonal relationships through effective communication, conflict resolution, and teamwork. Leaders who prioritize emotional intelligence in managing relationships foster an environment of trust and collaboration. This reduces workplace conflicts and creates a more productive and engaged workforce (Joyce et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Korankye \u0026amp; Amakyewaa, \u003cspan citationid=\"CR95\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). For example, a leader skilled in relationship management can mediate team disputes and inspire collective problem-solving, ultimately enhancing organizational commitment and employee satisfaction. This competency also supports employees in forming meaningful connections that contribute to their work-life balance.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec14\" class=\"Section2\"\u003e \u003ch2\u003e3.3. Worker Performance\u003c/h2\u003e \u003cp\u003eWorker performance is a type of individual performance. Worker performance defines a worker\u0026rsquo;s ability to effectively complete job tasks, contribute to company\u0026rsquo;s goals, and manage performance within the workplace. It encompasses job-specific skills, collaboration, adaptability, and problem-solving skills (Shields et al., 2020). High employee performance is associated with acquiring key performance indicators (KPIs), providing a better career opportunity, offering promotions, and boosting a positive work atmosphere that leads organizational success easily within the company compared to low performance (Trevor et al., 1997)\u003c/p\u003e \u003cp\u003eAccording to Coronado-Maldonado \u0026amp; Ben\u0026iacute;tez-M\u0026aacute;rquez (\u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), EI plays a role in shaping worker performance by improving interpersonal and intrapersonal skills. Workers with high EI can regulate emotions during high-pressure situations, saving emotional outbursts and managing productivity. For instance, a customer service representative with high EI can handle a difficult client calmly, driving to a positive resolution and higher customer satisfaction (Kalyar et al., 2022).\u003c/p\u003e \u003cp\u003eIn addition, workers with high EI foster better interpersonal relationships, enabling effective teamwork and reduced workplace conflicts. A study by Duarte et al. (\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e) showed that teams led by emotionally intelligent leaders reported a 25% increase in task completion rates due to improved communication and cohesion. On the other hand, High emotional intelligence helps employees to adapt to organizational changes and improve innovative solutions. As an illustration, during the transition to remote work, workers with high EI are more adaptive at adjusting modern technologies, and workflows, managing high performance levels (Rajapaksa et al., \u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e \u003cdiv id=\"Sec15\" class=\"Section3\"\u003e \u003ch2\u003e3.3.1. Some real examples of EI Impact on Worker Performance\u003c/h2\u003e \u003cp\u003e \u003cstrong\u003eCase study in Healthcare Sector\u003c/strong\u003e \u003cp\u003eEI impacts employee performance in high-stress atmospheres such as healthcare. Particularly, Nurses with high EI have been better equipped to maintain patient care, exhibit empathy, and mitigate burnout, resulting in good patient outcomes (Duarte et al., \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eCase study in Education Sector\u003c/strong\u003e \u003cp\u003eTeachers or Trainers with high EI not only perform well in delivering presentation with content but also maintain classroom environment effectively, creating an engaging learning circumstances (Korankye \u0026amp; Amakyewaa, \u003cspan citationid=\"CR95\" class=\"CitationRef\"\u003e2021\u003c/span\u003e).\u003c/p\u003e \u003c/p\u003e \u003cp\u003e \u003cstrong\u003eCase study in Corporate Sector\u003c/strong\u003e \u003cp\u003eIn sales teams, employees with high EI reported increased customer satisfaction owing to their capability to highlight client needs and demands, and manage objections tactfully (Lloyd et al., \u003cspan citationid=\"CR103\" class=\"CitationRef\"\u003e2022\u003c/span\u003e).\u003c/p\u003e \u003c/p\u003e \u003cp\u003eHence, diverse studies have demonstrated a strong positive relationship between EI and EP (Employee Performance within various sectors (alferaih, \u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Kamassi et al., \u003cspan citationid=\"CR93\" class=\"CitationRef\"\u003e2019\u003c/span\u003e; Nasrul \u0026amp; Alfalah, \u003cspan citationid=\"CR129\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Prentice et al., \u003cspan citationid=\"CR137\" class=\"CitationRef\"\u003e2020\u003c/span\u003e; Putro \u0026amp; Wening, \u003cspan citationid=\"CR139\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; Shamassuleman Arshad \u0026amp; Zeeshan, 2021; Siswadi \u0026amp; Lestari, \u003cspan citationid=\"CR183\" class=\"CitationRef\"\u003e2021\u003c/span\u003e; Tampubolon et al., \u003cspan citationid=\"CR195\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Research states that workforce with high EI exhibit improved job performance, organizational commitment, and psychological well-being. These findings find EI components, like self-awareness, self-management, social awareness, and relationship management hugely contribute to improving worker performance in different sectors. Additionally, role of EI on worker performance in boosting resilience, adaptability, and overall workplace productivity in various professional settings (Duarte et al., \u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Rajapaksa et al., \u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). According to Koopmans et al. (2024) found that the primary elements for evaluating worker performance, such as effectiveness, quality, teamwork, punctuality, attendance, safety, efficiency, and financial contributions. To ensure a comprehensive evaluation, standardized measures should be implemented continuously, considering all dimensions of work ethic and individual accomplishments (Treadway et al., \u003cspan citationid=\"CR191\" class=\"CitationRef\"\u003e2013\u003c/span\u003e). This way assists for a systematic and fair assessment of worker contributions to organizational goals.\u003c/p\u003e \u003c/div\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003e3.4. Work-Life Balance (WLB)\u003c/h2\u003e \u003cp\u003eThe term \u0026ldquo;work-life balance\u0026rdquo; first emerged in the late 1970s in the UK, especially within the Women\u0026rsquo;s Liberation Movement, which supported for flexible schedules and parental leave to help female is improving engagement in the workforce (Nanda \u0026amp; Randhawa, \u003cspan citationid=\"CR127\" class=\"CitationRef\"\u003e2020\u003c/span\u003e). This time had marked a rota from conventional 9 to 5 working hours to more demanding schedules, involving 24 hours and 7 days works, coinciding with a rise in dual-earner households (Lockrey, 2019). Consequently, WLB became a vital issue for both workers and employers, driving the improvement of initiatives aimed at addressing structural and cultural challenges in the organizations.\u003c/p\u003e \u003cp\u003eZaitouni et al. (2024) provide a landscape mapping of last two decades of scholarly research on WLB, highlighting its evolution as a multidimensional concept. The research identifies key indicators impacting work-life balance including organizational policies, technological advancements, and individual strategies to manage personal and professional responsibilities. It also emphasizes the ongoing issues posed by blurred areas in modern work atmospheres, particularly with the increasing of remote work. The authors argue that work-life balance is not only a critical determinant of worker well-being but also a key driver of organizational success, necessitating continuous efforts to create supportive work environments. Hence, Carmeil (2003) found that emotional intelligence directly impacts worker\u0026rsquo;s performance and work-life balance. On the other hand, according to Beauregard and Henry (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e), empirically found that work-life imbalance responsible for absenteeism in the workplace; reduce productivity, increase turnover, work stress and poor work performance. Thus, workers struggling to maintain competing demands between their personal and professional lives often experience heightened stress, and burnout, leading to lower productivity and frequent absences (Zaitouni et al., 2024). Identifying work-life imbalance has therefore been significant for boosting worker well-being and managing efficiency of the organization.\u003c/p\u003e \u003cp\u003eA conceptual paradigm (Fig.\u0026nbsp;\u003cspan refid=\"Fig2\" class=\"InternalRef\"\u003e2\u003c/span\u003e) of work-life balance by Freeman and Shaw, (\u003cspan citationid=\"CR72\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) state that the dynamic interaction between work life and personal life, emphasizing how workers manage and integrate their professional roles and personal commitments. This paradigm explores the significance of balancing these areas to improve well-being, productivity, overall life satisfaction and addressing the evolving expectations of modern workplaces.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003eThe major variables that can contribute to work life balance are individual, organizational, and societal factors. Individual factors consist of personality, well-being, and emotional intelligences whereas organizational comprises work arrangement, work life policies and program, job demand, segregation of duties. In addition, societal factors include demography and return on investment (Delecta, 2011). Other factors include a balance of family, life and work, and work/life conflict.\u003c/p\u003e \u003cp\u003eAccording to Freeman and Shaw (\u003cspan citationid=\"CR72\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) (as cited in Coronado-Maldonado \u0026amp; Ben\u0026iacute;tez-M\u0026aacute;rquez, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), management encompasses managers, supervisors, and culture of the organization, comprising values, beliefs, and behaviors that differ one organization from another. Management practices can be classified into four key elements: operations, monitoring, targets, and incentives. The operations focus on implementing approaches and processes that have been proven to enhance organizational functions (G\u0026oacute;mez, Mej\u0026iacute;a, Balkin, \u0026amp; Cardy, \u003cspan citationid=\"CR60\" class=\"CitationRef\"\u003e2008\u003c/span\u003e; Robbins \u0026amp; Judge, \u003cspan citationid=\"CR155\" class=\"CitationRef\"\u003e2018\u003c/span\u003e). Monitoring includes evaluating individual performance, reviewing results, and maintaining consequences. This approach ensures that employees are held accountable for their contributions while promoting continuous improvement (Armstrong, \u003cspan citationid=\"CR11\" class=\"CitationRef\"\u003e2006\u003c/span\u003e; Kahn, \u003cspan citationid=\"CR88\" class=\"CitationRef\"\u003e1990\u003c/span\u003e). The target component assesses the nature of the goals, ensuring they are SMART objectives (Stroh, Northcraft, \u0026amp; Neale, \u003cspan citationid=\"CR171\" class=\"CitationRef\"\u003e2002\u003c/span\u003e). Setting clear, measurable, attainable, relevant, and time-bound goals is essential for achieving both individual and organizational success (Locke \u0026amp; Latham, \u003cspan citationid=\"CR97\" class=\"CitationRef\"\u003e2002\u003c/span\u003e). Finally, the incentives area covers staff rewards, including promotion policies, pay, bonuses, and performance management. Best practices in this area include identifying strong performers through bonus rewards tied to performance-related pay programs, which motivate employees and align their goals with organizational objectives (Freeman \u0026amp; Shaw, \u003cspan citationid=\"CR72\" class=\"CitationRef\"\u003e2006\u003c/span\u003e; Deci, Koestner, \u0026amp; Ryan, \u003cspan citationid=\"CR41\" class=\"CitationRef\"\u003e1999\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eRegarding managerial practices, this conceptual paradigm involves support worker work-life balance, the provision of work-life benefits, and clear communication with workforces regarding work-related challenges. As organizations significantly implement work-life initiatives, they supply strategies, policies, programs, and practices designed to address gaps and provide flexibility, quality of life, and balance between work and personal responsibilities (Greenhaus \u0026amp; Allen, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2011\u003c/span\u003e; Kossek \u0026amp; Ozeki, \u003cspan citationid=\"CR90\" class=\"CitationRef\"\u003e1998\u003c/span\u003e). Therefore, work-life balance refers to workers having control over when, where, and how they work, with studies showing that this flexibility can lead to enhanced job satisfaction and productivity. (Allen et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2000\u003c/span\u003e; McCarthy, Darcy, \u0026amp; Grady, \u003cspan citationid=\"CR107\" class=\"CitationRef\"\u003e2010\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec17\" class=\"Section2\"\u003e \u003ch2\u003e3.5. Leadership as a Moderator\u003c/h2\u003e \u003cp\u003eEffective leadership plays a vital moderating role in the relationship between EI and both worker performance and work-life balance. This role addresses the rapid changes taking place within organizations, with EI identified as a key factor in ensuring productive outcomes. This study emphasizes transformational and transactional leadership styles as two vital approaches that can contribute to effective leadership (Coronado-Maldonado \u0026amp; Ben\u0026iacute;tez-M\u0026aacute;rquez, \u003cspan citationid=\"CR31\" class=\"CitationRef\"\u003e2023\u003c/span\u003e; Goleman, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1998\u003c/span\u003e). Transformational leadership approach has been connected to positive outcomes in both areas. This highlights motivation, inspiration, and individualized consideration. Leaders who show high EI are better able to link with their workers, creating a supportive atmosphere that fosters performance and growth (Mayer et al., 2008). This leadership style also assists workers navigate the issues of work-life balance by offering flexibility and promoting a culture of well-being (Avolio \u0026amp; Bass, 2004).\u003c/p\u003e \u003cp\u003eConversely, a lack of EI in leaders can exacerbate stress and hinder performance. A study by Groves (2005) discovered that leaders who fail to exhibit EI can contribute to an environment where workers struggle with emotional regulation, driving to diminished work-life balance and reduced job satisfaction. Moreover, ineffective leadership can undermine worker motivation, reducing both worker and organizational performance (Hoch, 2013).\u003c/p\u003e \u003cp\u003eCombing the insights from diverse studies, it proposes an integrated conceptual framework where EI serves as a foundational factor influencing both worker and work-life balance, while leadership acts as a moderator that can either amplify or decrease these effects. Leaders who possess high EI can create a work environment that improves emotional well-being, productivity, performance, and healthy work-life integration. But leaders who lack EI may hinder these outcomes, contributing to deficient performance and an unhealthy work-life balance for their teams (Barling, Slater, \u0026amp; Kelloway, 2000). Based on the theories discussed earlier and the relevant literature, a theoretical framework is developed, from which the following hypothesis is derived.\u003c/p\u003e \u003c/div\u003e"},{"header":"4. Conceptual Framework","content":"\u003cp\u003eAs shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig3\" class=\"InternalRef\"\u003e3\u003c/span\u003e, a conceptual framework highlights the significant impact of EI as a key factor relating leadership approaches, worker performance and work-life balance, from which the following hypothesis is derived.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cdiv id=\"Sec19\" class=\"Section2\"\u003e \u003ch2\u003e4.1. Hypothesis Formation\u003c/h2\u003e \u003cp\u003e \u003cb\u003eH1: Emotional intelligence positively influences work-life balance.\u003c/b\u003e \u003c/p\u003e \u003cp\u003eFrom the above analytical discussion of this study, EI directly influences work-life balance by equipping workers with the capability to manage their emotions, navigate interpersonal relationships effectively, and maintain harmony between personal and professional lives, Several research indicate that a positive correlation between EI and work-life balance, as emotionally intelligent workers are better equipped to manage stress, communicate needs and demands, and create a balanced work life. For example, Parkes and Langford (\u003cspan citationid=\"CR141\" class=\"CitationRef\"\u003e2008\u003c/span\u003e) (as cited in O\u0026rsquo;Boyle et al., 2011, p. 790) highlighted the role of organizational support and job engagement in fostering balance, while Gupta (\u003cspan citationid=\"CR66\" class=\"CitationRef\"\u003e2016\u003c/span\u003e) emphasized the impact of emotional appraisal and expression on individual performance. Research by Harms and Crede (\u003cspan citationid=\"CR76\" class=\"CitationRef\"\u003e2010\u003c/span\u003e) shows that leaders with high EI improve team morale and reduce employee burnout, directly impacting work-life balance. A study by Brackett, Rivers, and Salovey (\u003cspan citationid=\"CR15\" class=\"CitationRef\"\u003e2011\u003c/span\u003e) further emphasizes that EI promotes effective stress management, which is pivotal for achieving work-life balance. These findings underline the significance of EI as an essential skill for leaders aiming to foster healthier, more productive work environments. Additionally, EI enhances employees' capacity to regulate emotions, contributing to productivity and satisfaction in both professional and personal domains (Rangreji, \u003cspan citationid=\"CR158\" class=\"CitationRef\"\u003e2010\u003c/span\u003e). Thus, employees with high EI are more adept at achieving a holistic and sustainable equilibrium in their lives, supporting the hypothesis of a positive relationship between emotional intelligence and work-life balance.\u003c/p\u003e \u003cp\u003e \u003cb\u003eH2: Emotional intelligence positively impacts worker performance.\u003c/b\u003e \u003c/p\u003e \u003cp\u003eEI has been widely recognized as a critical element influencing worker performance across diverse sectors. Several studies have consistently discovered that a positive relationship between EI and worker performance, with EI facilitating more effective communication, decision-making, and stress management. High EI enables workers to engage in a more proactive attitude, which directly affects their job performance (Carmeli, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2003\u003c/span\u003e). A study by Alferaih (\u003cspan citationid=\"CR5\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) suggests that EI can improve job satisfaction and worker\u0026rsquo;s productivity, which, in turn, improves overall performance. The four-branch model of EI proposed by Mayer and Salovey (1995) provides a clear framework for understanding how EI impacts workplace outcomes. By integrating emotional awareness, regulation, and interpersonal skills, workers with high EI can better navigate work-related issues, thereby enhancing their performance (Mayer, Salovey, \u0026amp; Caruso, \u003cspan citationid=\"CR109\" class=\"CitationRef\"\u003e1999\u003c/span\u003e). Hence, its impact on worker performance, EI plays a key role in work-life balance, a significant aspect of workforce safety and issues. High EI allows individuals to better manage personal and professional demands, reducing the likelihood of burnout and stress (Vasumathi, Mary, \u0026amp; Subashini, \u003cspan citationid=\"CR198\" class=\"CitationRef\"\u003e2015\u003c/span\u003e). A study by Joyce et al. (\u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e) found that employees with higher EI tend to experience greater work-life balance, as they are better equipped to regulate emotions and manage conflict between work and personal life. Similarly, Goleman (\u003cspan citationid=\"CR57\" class=\"CitationRef\"\u003e2002\u003c/span\u003e) emphasizes the role of EI in fostering resilience and emotional regulation, which are crucial for maintaining a healthy work-life balance. By fostering emotional awareness and empathy, EI enables employees to cope with stress more effectively, leading to improved job satisfaction and better overall well-being (Rajapaksa, Fernando, \u0026amp; De Silva, \u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e).\u003c/p\u003e \u003cp\u003e \u003cb\u003eH3: Leadership moderates the relationship between emotional intelligence and work-life balance.\u003c/b\u003e \u003c/p\u003e \u003cp\u003eTransformational and transactional leadership approaches play a significant role in moderating the correlation between EI and WLB. Transactional leadership focuses on contingent rewards, management-by-exception, and a structured approach, contrasts with transformational leadership's emphasis on individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence (Lloyd et al., \u003cspan citationid=\"CR103\" class=\"CitationRef\"\u003e2022\u003c/span\u003e; McCleskey, \u003cspan citationid=\"CR117\" class=\"CitationRef\"\u003e2014\u003c/span\u003e). Hence, these influence how EI shapes WLB outcomes by either managing existing dynamics or motivating substantial change. Emotionally intelligent leaders, particularly those employing transformational approaches, enhance workplace harmony and engagement, as noted by Rajapaksa et al. (\u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e) and Duarte et al. (\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). In addition, leaders with high EI boost environments that promote balance and emotional resilience, aligning with findings by Arar and \u0026Ouml;neren (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e2021\u003c/span\u003e), who emphasize the vital role of leadership in achieving WLB. The integration of these leadership styles can moderate the EI_WLB relationship, as leaders adapt their approaches based on organization needs. Research by Yasir et al. (\u003cspan citationid=\"CR204\" class=\"CitationRef\"\u003e2022\u003c/span\u003e) and Treadway et al. (\u003cspan citationid=\"CR191\" class=\"CitationRef\"\u003e2013\u003c/span\u003e) emphasizes those emotionally intelligent leaders, through individualized and inspirational practices; make a positive work atmosphere that improves worker satisfaction and productivity. Simultaneously, transactional leadership ensures consistency and accountability, reinforcing structures that support work-life integration (Carmeli, \u003cspan citationid=\"CR29\" class=\"CitationRef\"\u003e2003\u003c/span\u003e; Joyce et al., \u003cspan citationid=\"CR86\" class=\"CitationRef\"\u003e2021\u003c/span\u003e). Additionally, emotionally intelligent leadership has been linked to improved employee well-being and organizational performance through supportive WLB practices (Greenhaus \u0026amp; Allen, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2011\u003c/span\u003e; Beauregard \u0026amp; Henry, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e). This study aligns with the hypothesis that leadership moderates the EI-WLB relationship, with the work environment playing a vital role in determining outcomes for both leaders and employees (Janssen \u0026amp; Van Yperen, 2004; Demsky et al., 2019).\u003c/p\u003e \u003cp\u003e \u003cb\u003eH4: Leadership moderates the relationship between emotional intelligence and worker performance.\u003c/b\u003e \u003c/p\u003e \u003cp\u003eLeadership has been playing a moderating role between emotional intelligence (EI) and employee performance, underscoring its significance in optimizing human resources within the workplace. Leaders with strong EI demonstrate an ability to effectively maintain their emotions, delay gratification, and practice self-control, which improves trust and respect among their teams. This aligns with the principles of idealized influence, a core component of transformational leadership, as noted by Yasir et al. (\u003cspan citationid=\"CR204\" class=\"CitationRef\"\u003e2022\u003c/span\u003e). Such leaders not only model exemplary behavior but also motivate their employees to achieve organizational objectives, recognizing the intrinsic value of their contributions (Rajapaksa et al., \u003cspan citationid=\"CR151\" class=\"CitationRef\"\u003e2023\u003c/span\u003e). Furthermore, empirical study suggests that emotionally intelligent leaders improve worker performance by creating safe workplace and motivating them to achieve goals, a finding supported by Duarte et al. (\u003cspan citationid=\"CR43\" class=\"CitationRef\"\u003e2023\u003c/span\u003e), who link EI with improved workplace engagement and productivity. The interplay between EI and leadership improves overall organizational productivity and performance, further affirming its importance. Hogan et al (2022) states the correlation between self-awareness in leaders and their effectiveness, suggesting that self-acceptance positively connects with leadership affect. Additionally, McColl-Kennedy and Anderson (2022) recognize a robust link between leadership attitude and outcomes, noting that transformational leadership styles amplify this relationship. Leadership\u0026rsquo;s moderating effect ensures that emotional intelligence is not only a personal attribute but also a catalyst for collective success, as emotionally intelligent leaders adapt strategies to align with organizational goals. This study reinforces the hypothesis that leadership moderates the EI-performance relationship, providing a framework for achieving optimal outcomes through enhanced individual and team performance (Greenhaus \u0026amp; Allen, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2011\u003c/span\u003e; Beauregard \u0026amp; Henry, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e).\u003c/p\u003e \u003c/div\u003e"},{"header":"5. Findings","content":"\u003cp\u003eIn this section, it has been used descriptive analysis to expose the key statistical findings and discussion from selected articles, the documented publication trend, and geographical distribution of research articles (Tranfield et al., \u003cspan citationid=\"CR187\" class=\"CitationRef\"\u003e2003\u003c/span\u003e).\u003c/p\u003e \u003cdiv id=\"Sec21\" class=\"Section2\"\u003e \u003ch2\u003e5.1. Key statistical findings from selected articles\u003c/h2\u003e \u003cp\u003eA growing number of the selected journal articles have been published in recent years, with the most focus on AI-driven training and development of workforce from 2014 to 2024. This has shown (Fig.\u0026nbsp;\u003cspan refid=\"Fig4\" class=\"InternalRef\"\u003e4\u003c/span\u003e) a notable increase in this field in the past few years.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003cp\u003eFigure \u003cspan refid=\"Fig4\" class=\"InternalRef\"\u003e4\u003c/span\u003e illustrates the distribution of selected journal articles according to year of publication. Remarkably, only one research article was found in 2015. A comparison of publications from 2014 to 2024 demonstrates a significant interest in applying EI on work-life balance and worker performance, peaking at 6 publications in 2022, followed by a slight increase in 2022 (7 publications). In addition, 5 articles have been contributed to 2023 and 2 articles found in 2024 for playing a wide range of the role of EI on worker performance and work-life balance within organizations and some articles investigate into the impact and benefits of EI in individual performance and work-life balance. Based on recent findings, more articles on EI in employee performance and work-life balance have been expected in the next few years.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec22\" class=\"Section2\"\u003e \u003ch2\u003e5.2. Documented publication list\u003c/h2\u003e \u003cp\u003eThe selected articles for this systematic literature review total 50 and the primary statistics show that 20 journals have contributed to this publication list after the final screening process, as depicted in Table\u0026nbsp;\u003cspan refid=\"Tab7\" class=\"InternalRef\"\u003e7\u003c/span\u003e.\u003c/p\u003e \u003cp\u003e \u003cdiv class=\"gridtable\"\u003e\u003ctable float=\"Yes\" id=\"Tab7\" border=\"1\"\u003e \u003ccaption language=\"En\"\u003e \u003cdiv class=\"CaptionNumber\"\u003eTable 7\u003c/div\u003e \u003cdiv class=\"CaptionContent\"\u003e \u003cp\u003eTop 20 Scholarly Articles (2014\u0026ndash;2024)\u003c/p\u003e \u003c/div\u003e \u003c/caption\u003e \u003ccolgroup cols=\"6\"\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c1\" colnum=\"1\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c2\" colnum=\"2\"\u003e\u003c/div\u003e \u003cdiv align=\"char\" char=\".\" class=\"colspec\" colname=\"c3\" colnum=\"3\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c4\" colnum=\"4\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c5\" colnum=\"5\"\u003e\u003c/div\u003e \u003cdiv align=\"left\" class=\"colspec\" colname=\"c6\" colnum=\"6\"\u003e\u003c/div\u003e \u003cthead\u003e \u003ctr\u003e \u003cth align=\"left\" colname=\"c1\"\u003e \u003cp\u003eRank\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAuthor(s)\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c3\"\u003e \u003cp\u003eYear\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c5\"\u003e \u003cp\u003eTitle\u003c/p\u003e \u003c/th\u003e \u003cth align=\"left\" colname=\"c6\"\u003e \u003cp\u003eKey Contribution\u003c/p\u003e \u003c/th\u003e \u003c/tr\u003e \u003c/thead\u003e \u003ctbody\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e1\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eDuarte, J., Pinho, J. C., \u0026amp; Moreira, C.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2023\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Organizational Behavior\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence and employee engagement: A pathway to organizational performance.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eEmphasizes the mediating role of employee engagement in the relationship between EI and performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e2\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRajapaksa, R., Fernando, R., \u0026amp; De Silva, P.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2023\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Workplace Psychology\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence and its impact on workplace harmony and productivity: A review.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eProvides a comprehensive review of EI's impact on various aspects of workplace dynamics.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e3\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eAlferaih, A.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2021\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eInternational Journal of Advanced and Applied Sciences\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eHow does emotional intelligence improve employee satisfaction and performance with mediating effect of employee engagement? \u003csup\u003e1\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eInvestigates the mediating role of employee engagement in the EI-performance relationship.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e4\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eCoronado-Maldonado, I., \u0026amp; Ben\u0026iacute;tez-M\u0026aacute;rquez, M.-D.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2023\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eHeliyon\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence, leadership, and work teams: A hybrid literature review.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExamines the interplay of EI, leadership, and work teams, offering insights into its impact on performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e5\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eJoyce, A. T., Latif, H. A., Rahaman, M. M., \u0026amp; Saha, H.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2021\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Academic Research in Accounting, Finance, and Management Sciences\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eThe impacts of emotional intelligence on individual performance and work-life balance: A conceptual exploration.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eProvides a conceptual framework for understanding the relationship between EI, performance, and work-life balance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e6\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eKorankye, B., \u0026amp; Amakyewaa, E.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2021\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSEISENSE Journal of Management\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eExploring the impact of emotional and spiritual intelligence on job satisfaction and turnover intention.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExamines the combined influence of EI and spiritual intelligence on employee outcomes.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e7\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eChigeda, F., Ndofirepi, T. M., \u0026amp; Steyn, R.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eGlobal Business and Organizational Excellence\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eContinuance in organizational commitment: The role of emotional intelligence, work-life balance support, and work‐related stress. \u003csup\u003e2\u003c/sup\u003e\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eInvestigates the interplay of EI, work-life balance support, and stress on employee commitment.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e8\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eHilmawan, I.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2024\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eManagement Studies and Business Journal (PRODUCTIVITY)\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eThe role of emotional intelligence in enhancing workplace relationships and performance.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eFocuses on the impact of EI on interpersonal relationships and its subsequent effect on performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e9\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLloyd, R., Boer, D., \u0026amp; Voelpel, S. C.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Organizational Behavior\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eLeadership, work-life balance, and employee well-being: The role of emotional intelligence.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExplores the role of EI in facilitating leadership practices that support work-life balance and employee well-being.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e10\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eVasumathi, A., Mary, T. S., \u0026amp; Subashini, R.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2015\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePertanika Journal of Social Sciences and Humanities\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eThe impacts of emotional intelligence on work-life balance.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eProvides insights into how EI can directly influence work-life balance outcomes.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e11\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eArar, T., \u0026amp; \u0026Ouml;neren, M.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2021\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eEge Academic Review\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRole of emotional intelligence and work-life balance in the relationship between workplace happiness and perceived performance in academic settings.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExamines the relationship between EI, work-life balance, and performance within a specific context (academic settings).\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e12\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eChaudhry, S., Rehman, S. U., \u0026amp; Zahid, A.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2023\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Business Ethics\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence and ethical decision-making in leadership: Implications for sustainable workplaces.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExplores the link between EI, ethical leadership, and sustainable work practices, which can indirectly impact work-life balance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e13\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eShooshtarian, Z., Ameli, F., \u0026amp; Amini Lari, M.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eIranian Journal of Management Studies\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eThe effect of emotional intelligence on job satisfaction and organizational commitment in the education sector.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExamines EI's impact on job satisfaction and commitment, both of which are linked to work-life balance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e14\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eYasir, M., Imran, R., \u0026amp; Irshad, M.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eJournal of Organizational Change Management\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence and sustainable leadership: The moderating role of gender.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExplores the moderating role of gender in the relationship between EI, leadership, and work-life balance outcomes.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e15\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eRodriguez-Sanchez, A., Antoli, M. S., \u0026amp; Ramos-Villagrasa, P. J.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eSustainability\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eEmotional intelligence and sustainable performance: A systematic review.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eProvides a broader perspective by examining the link between EI and sustainable performance, which encompasses work-life balance considerations.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e16\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eBrackett, M. A., Rivers, S. E., \u0026amp; Salovey, P.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2019\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003ePermission to Feel\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eUnlocks the power of emotions to help our kids, ourselves, and our society thrive.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eAlthough not directly focused on the workplace, this book provides valuable insights into the role of EI in personal and societal well-being, which can indirectly influence work-life balance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e17\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGoleman, D.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2020\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eEmotional intelligence: Why it can matter more than IQ\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eProvides a foundational understanding of EI and its relevance in various aspects of life, including work and personal relationships.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e\u0026nbsp;\u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e18\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eLloyd, D., \u0026amp; Mertens, J.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2018\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eBusiness and Management Review\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eVroom\u0026rsquo;s expectancy theory in modern organizational contexts: A systematic review.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eWhile not directly about EI, this review examines expectancy theory, which is a key motivator in the workplace and can be influenced by work-life balance and employee well-being.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e19\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003eGutierrez, L., Ramirez, A., \u0026amp; Lopez, E.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2022\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eInternational Journal of Workplace Psychology\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eThe relationship between emotional intelligence and work-life balance: A motivational perspective.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eExamines the relationship between EI and work-life balance through the lens of motivation theory.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003ctr\u003e \u003ctd align=\"left\" colname=\"c1\"\u003e \u003cp\u003e20\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c2\"\u003e \u003cp\u003ePurvis, R. L., Zagenczyk, T. J., \u0026amp; McCray, G.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"char\" char=\".\" colname=\"c3\"\u003e \u003cp\u003e2021\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c4\"\u003e \u003cp\u003eOrganizational Behavior and Human Decision Processes\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c5\"\u003e \u003cp\u003eRevisiting expectancy theory: Contemporary insights into employee motivation.\u003c/p\u003e \u003c/td\u003e \u003ctd align=\"left\" colname=\"c6\"\u003e \u003cp\u003eProvides an updated perspective on expectancy theory, which can inform research on how EI and work-life balance influence employee motivation and performance.\u003c/p\u003e \u003c/td\u003e \u003c/tr\u003e \u003c/tbody\u003e \u003c/colgroup\u003e \u003c/table\u003e\u003c/div\u003e \u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec23\" class=\"Section2\"\u003e \u003ch2\u003e5.3. Geographical distribution\u003c/h2\u003e \u003cp\u003eAs shown in Fig.\u0026nbsp;\u003cspan refid=\"Fig5\" class=\"InternalRef\"\u003e5\u003c/span\u003e, the chosen journal articles have been documented geographically based on the state where the data and information had been collected. Figure\u0026nbsp;\u003cspan refid=\"Fig5\" class=\"InternalRef\"\u003e5\u003c/span\u003e has been statistically shown that the United States leads with highest number of contributions (12 articles), similarly, followed by Australia (8 articles), United Kingdom and China (5 articles). Moreover, Germany (4 articles), Japan (3 articles), and Switzerland (3 articles) have contributed. Other countries like Korea, India, Poland, and Sweden have also contributed 2 articles each. On the other hand, Portugal and South Africa has been supplied 1 article each. This analysis demonstrates that the research project has been explored in developed states, specifically in the United States, Australia, and the United Kingdom, proposing a strong academic interest in these regions. Thus, most of these studies have been published by esteemed publishing sources like Scopus, ScienceDirect and Elsevier, highlighting their vital role in disseminating research on Emotional Intelligence in work-life balance and worker performance.\u003c/p\u003e \u003cp\u003e \u003c/p\u003e \u003c/div\u003e"},{"header":"6. Conclusion and Discussion","content":"\u003cp\u003eThis study has examined the role of EI in work-life balance and worker performance, with a certain focus on the moderating role of leadership. The outcomes indicate that EI is vital in improving WLB and worker Performance, with leadership playing a significant role in strengthening these relationships. Leaders with strong EI make positive work atmosphere that assist ER (emotional resilience), improve worker engagement, and enhance organizational commitment. These findings integrate with the work of Lopes et al. (\u003cspan citationid=\"CR105\" class=\"CitationRef\"\u003e2006\u003c/span\u003e) and Sy et al. (\u003cspan citationid=\"CR175\" class=\"CitationRef\"\u003e2006\u003c/span\u003e), which highlights the significance of EI in leadership effectiveness. This study focuses on certain factors such as self-regulation, family life, and personal commitments that contribute to the interplay between individual attributes and workplace outcomes. This comprehensive approach provides valuable insights into the role between EI, leadership, and organizational success.\u003c/p\u003e \u003cp\u003eTheoretical and practical point of view, this research contributes to the increasing body of research on the role of Emotional Intelligence and organizational outcomes. It allows the view that emotionally intelligent leadership influences both work-life balance and individual performance by fostering environments that address employee needs and enhance well-being (Goleman, \u003cspan citationid=\"CR55\" class=\"CitationRef\"\u003e1998\u003c/span\u003e; Salovey \u0026amp; Mayer, \u003cspan citationid=\"CR169\" class=\"CitationRef\"\u003e1990\u003c/span\u003e). Nevertheless, the study also underscores the demand for further exploration in domains that remain underexposed, including the effect of leadership and EI in high-pressure environments or among people balancing multiple roles.\u003c/p\u003e"},{"header":"7. Future Research Implications","content":"\u003cp\u003eThe findings from this study suggest several key domains for further exploration in the field of emotional intelligence (EI), work-life balance (WLB), and leadership. One vital implication is the need to examine different analysis units that have been underexplored in the current literature. Particularly, future research could focus on individuals balancing multiple responsibilities, involving working parents, caregivers, or employees with high-demand positions, and investigate how their emotional intelligence influences their capability to maintain work-life balance while managing performance. Exploring this dynamic could provide deeper insights into the factors that contribute to successful work-life integration in more complex or demanding roles (Kossek \u0026amp; Ozeki, \u003cspan citationid=\"CR90\" class=\"CitationRef\"\u003e1998\u003c/span\u003e; Greenhaus \u0026amp; Allen, \u003cspan citationid=\"CR62\" class=\"CitationRef\"\u003e2011\u003c/span\u003e).\u003c/p\u003e \u003cp\u003eAdditionally, there is an increasing need to examine leadership approaches, such as transformational and transactional leadership, and their varying impacts on work-life balance across different organizational contexts. Future studies could investigate how leadership styles can be tailored to assist workers in gaining a healthier work-life balance and improving performance. This could involve investigating leadership strategies that address specific needs at distinct stages of employees' careers or during periods of organizational change. Moreover, as the modern workforce becomes increasingly diverse and dynamic, studying the role of leadership in promoting work-life balance through diverse phases of life and career improvement would provide valuable insights into how organizations can better help their workforces in achieving sustainable success (Beauregard \u0026amp; Henry, \u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e2009\u003c/span\u003e; Allen et al., \u003cspan citationid=\"CR1\" class=\"CitationRef\"\u003e2000\u003c/span\u003e).\u003c/p\u003e"},{"header":"Declarations","content":"\u003cp\u003e\u003cstrong\u003eConflicts of Interests/Competing Interests:\u0026nbsp;\u003c/strong\u003eThe authors declare that there are no conflicts of interest associated with this research.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFunding:\u003c/strong\u003e No funding was received to assist with the preparation of this manuscript.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAuthor Contributions:\u003c/strong\u003e This research was solely conducted by Hasan Ahmad, who was responsible for all aspects of the study. This includes conceptualization, methodology design, data collection and analysis, interpretation of results, and manuscript preparation. All stages of the research process were carried out independently, with no involvement from additional contributors.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAcknowledgments:\u003c/strong\u003e Author expresses gratitude to the University of Huddersfield for its support throughout the research process to provide permission to use their online library. \u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\n\u003cli\u003eAllen, T. D., Herst, D. E., Bruck, C. S., \u0026amp; Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. \u003cem\u003eJournal of Occupational Health Psychology, 5\u003c/em\u003e(2), 278-308. https://doi.org/10.1037/1076-8998.5.2.278\u003c/li\u003e\n\u003cli\u003eAhmed, A., Twumasi, P. A., \u0026amp; Abubakari, M. (2018). 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Advanced techniques for systematic reviews in social sciences. \u003cem\u003eSocial \u003c/em\u003e\u003cem\u003eScience Research Methodologies, 15\u003c/em\u003e(3), 154\u0026ndash;170. https://doi.org/10.1111/ssrm.2022.006\u003c/li\u003e\n\u003c/ol\u003e"}],"fulltextSource":"","fullText":"","funders":[],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"University of Huddersfield","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Emotional Intelligence, Worker Performance, Work-Life Balance, Leadership","lastPublishedDoi":"10.21203/rs.3.rs-6146090/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-6146090/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003ePurpose\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWhile Emotional Intelligence is vastly studied, its impact on worker performance (WP) and work-life balance (WLB), especially with leadership as a moderating key, remains underexplored. This study addresses this gap by systematically reviewing previous literature.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAims\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe main aim to explore the role of EI on WP and WLB, with leadership as a moderating factor. Others include developing a conceptual framework connecting EI dimensions with organizational commitment, employee engagement, and personal well-being.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDesign/methodology/approach\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA systematic literature review of 50 peer-reviewed articles from the Scopus database (2014–2024) was employed. The study also adopts Bar-On’s model, the Ability model, and Expectancy theory to analyze the co-relationship between EI, WP, and WLB, considering leadership as a key moderator.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eFindings\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe study emphasizes Emotional Intelligence’s essential role in improving employee engagement, organizational commitment, and work-life harmony. It exemplifies that effective leadership amplifies these positive aspects, boosting resilience and overall workplace success.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eLimitations of the study\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003ethe study has been limited to a literature-based review, lacking empirical validation. Future study could incorporate primary data based and industry-specific case studies for broader implications.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003ePractical implications\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe findings explore valuable insights for organizations to influence EI in leadership improvement, worker well-being strategies, and performance development initiatives.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eOriginality/value\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThis study provides a novel perspective on the interplay role between Emotional Intelligence, Leadership, Worker Performance and Work-Life Balance. It is offered as a valuable reference for scholars and professionals aiming to improve workplace productivity and worker well-being through EI-driven strategies.\u003c/p\u003e","manuscriptTitle":"The Role of Emotional Intelligence in Worker Performance and Work-Life Balance with Leadership as a Moderator: A Systematic Literature Review","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-03-05 10:14:54","doi":"10.21203/rs.3.rs-6146090/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"27f72d3a-2b99-4868-ba30-869eb7dca617","owner":[],"postedDate":"March 5th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":45116792,"name":"Leadership and Ethics"},{"id":45116793,"name":"Management"},{"id":45116794,"name":"International Business"}],"tags":[],"updatedAt":"2025-03-20T14:38:14+00:00","versionOfRecord":[],"versionCreatedAt":"2025-03-05 10:14:54","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-6146090","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-6146090","identity":"rs-6146090","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}