HUMAN RESOURCE MANAGEMENT AND ANALYTICS

The Capstone Project

Group Name – G25

Total Members in the Group – 6 members

Group Member Name Email ID Phone Number

Member

1 Arthi Rajendran arthiiflex@[Link] 9944556209

2 Bhagyashree Deshpande bdeshpande12@[Link] 9560311488

3 Shelly Dixit shelly.dixit143@[Link] 9833357631

4 Vaishali Jain vaishalijain29@[Link] 8251836966

5 Vibhav Agharkar vibhavagharkar@[Link] 9172631919

6 Vivek Ajith vivlife4ver@[Link] 8848850037

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 Project Title

Leveraging HR Analytics to Explore the Impact of Emotional Intelligence on Employee Well-being

and Commitment

Project Abstract
In today's competitive and rapidly changing business environment, organizations
strive to maintain a committed and healthy workforce, which is significantly
influenced by the effectiveness of a holistic approach to employee wellness. The
modern workplace can be a demanding environment, leading to stress and
decreased employee well-being.

Emotional intelligence (EI) has emerged as a critical skill for navigating these challenges. This
project investigates the impact of EI on employee well-being and explores the relationship
between the two. Employee well-being and commitment are crucial for enhancing productivity,
reducing turnover, and fostering a positive workplace culture.

Emotional Intelligence (EI) plays a pivotal role in influencing these factors by enhancing
employees' ability to manage their emotions, cope with stress and build effective interpersonal
relationships.

Despite the recognized importance of EI, there is a lack of comprehensive data-driven analysis to
understand its impact on employee well-being and commitment. This gap poses a challenge for
HR departments aiming to develop targeted interventions and programs to improve overall
workforce health, loyalty, and leadership quality.

Understanding this relationship can inform strategies to improve employee well-being and
overall organizational performance. A workforce with high emotional intelligence is likely to be
more resilient, adaptable, and productive.

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 Table of Contents

Description Page Number

Project Title 2

Project Abstract 2

List of Figures 4

List of Tables 4

Area of Research and Research Objective 5

Data Collection Method and Link to the Data Collected 6

Profile of the Sector/ Industry 8

Theoretical Understanding of Key Concepts Related to the Problem 8

List of Metrics Identified 10

Analysis 11

Solutions/Recommendations 13

Link of Live HR Dashboard 15

Link for Group Video 15

Conclusion and Summary 16

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 List of Figures

Figure Description

Figure 1 Page 8: Components of Emotional Intelligence

Figure 2 Page 10: HR Metrics/ KPI

Figure 3 Page 12: Demographic results

List of Tables

Table Description

Table 1 Page 6: Questionnaire with constructs of EI in

comparison with Well-being & Commitment

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 Area of Research and Research Objective

Area of Research: This research study was executed to meet the objectives given
below. This research focused on examining the impact of Emotional Intelligence
(EI) on employee well-being and commitment. A quantitative method was used to
collect primary data. A survey strategy was used to distribute questionnaires online made in
Microsoft Forms.

Sample Size: A random sample size from all over India, only from the IT sector was used. 106
responses were recorded from male and female of age groups 20- 40+ years.

Objectives:

1. Examine and analyze the impact of Emotional Intelligence on Employee Well-being with
the help of key predictors on employee’s psychological and physical well-being.
2. Identify the key metrics to measure the relationship between Emotional Intelligence and
Employee Commitment to visualize the impact on employees.
3. To compare the impact across different demographics such as Gender, Age, Work
experience and Hierarchy level.
4. Recommend HR Interventions to enhance emotional intelligence within the workforce
with strategies for improving employee well-being and commitment through targeted
emotional intelligence training and development initiatives.

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 Data Collection Method

In the data collection, we have used a primary data source with a survey questionnaire developed
for the IT sector. Primary data means first-hand information collected by a researcher. It is
collected for the first time and is original and more reliable. There are three main types of primary
data collection: qualitative, quantitative, and mixed mode.

This project uses a Quantitative data collection technique with demographic and
descriptive questions, which has helped in collecting information and allowed us
to understand the thoughts and feelings of the employees in a better way. The
study is based on the Random data sampling technique.

The idea was to study the impact of EI on the well-being and commitment of employees working
in the IT sector. This study includes EI dimensions i.e. self-awareness, self-regulation, empathy,
motivation and social skills. The segregation of the predictors in Table 1 is as per the factors of EI
and Employee Well-being. Furthermore, questionnaire statements were derived considering the
aspects of Conscientiousness, Self-Efficacy, Mindfulness, Emotional Stability etc.
Table 1: Questionnaire with constructs of EI in comparison with Well-being & Commitment

[Link]. Constructs of EI Emotional Employee Well Being Questionnaire statements

Intelligence
1 Psychological Self-Awareness Conscientiousness I work in an organized and efficient
Empowerment manner
2 Self-Efficacy I am confident and able to successfully
perform in my job
3 Gratitude I feel a warm sense of appreciation
towards my work environment
4 Mindfulness I observe my feelings without getting lost
in them
5 Self-Regulation Emotional Stability I am relaxed at work and can handle
stress well
6 Emotional Exhaustion I feel tired and exhausted at workplace
7 Self-Control I am good at resisting temptation
8 Social Skills Extraversion I have an assertive personality
9 Value Congruence My personal values match my
organization's values and culture
10 Empathy Team Spirit I usually help my team members in their
task
11 Self-Compassion I try to be loving towards myself when I
am feeling emotional pain

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 12 Peer Awareness I can sense the emotions of my peers
efficiently
13 Motivation Variety/Job My job involves a great deal of task
Enrichment variety
14 Autonomy My job provides me with significant
autonomy in making decisions on my
own
15 Authentic Pride I feel accomplished in my work
16 Growth Mindset No matter who you are, you can
significantly change your intelligence
level
17 Work Employee Employee I am enthusiastic about my job
Engagement Engagement Engagement
18 Productivity Productivity I feel productive at work
19 Job Satisfaction Job Satisfaction Overall, how satisfied are you with your
current employer?

Link of the Survey: [Link]

Link of the data:

[Link]
=sharing&ouid=109323983715576480070&rtpof=true&sd=true

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 Profile of the Sector/ Industry

The project focused on collecting the primary data from the IT sector/ industry. The IT industry is
booming while facing various challenges and problems. The project data will help cater for those
problems and study the relationship of emotional intelligence with employee commitment and
well-being, providing some interventions to improve and foster the holistic wellness of the
employees.

Theoretical Understanding of Key Concepts Related to the Problem

Emotional Intelligence (otherwise known as emotional quotient or

EQ) is the ability to understand, use, and manage your own
emotions in positive ways to relieve stress, communicate
effectively, empathize with others, overcome challenges and
defuse conflict. Those with high EQ are also sensitive to the feelings
and emotions of others. In the workplace, EQ makes for happy workers, productive teams, and
unified companies.

Some researchers suggest that emotional intelligence can be learned and strengthened, while
others claim it's an inborn characteristic.

The Emotional Intelligence theories can be divided into three distinct models: the Ability Model,
the Mixed Model, and the Trait Model. The Ability model was developed by Peter Salovey of Yale
University and John Mayer of the University of New Hampshire. The Mixed Model was developed
by David Goleman. Goleman's model uses "The Five Components" to efficiently describe
emotional intelligence as given below:

Fig 1: Components of Emotional Intelligence

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 ▪ Social Skills (leadership, conflict management, communication skills) – It is the ability to
manage relationships with others and move people in a specific direction.
▪ Self-Awareness (confidence, recognition of feelings) – It is the ability to understand one’s
own emotions, strengths, weaknesses, value drivers, and goals whilst recognizing
▪ their potential impact on others. Self-awareness also involves using gut feelings to guide
personal decisions.
▪ Self-Regulation (self-control, trustworthiness, adaptability) - It is the ability to control and
adjust one’s emotions to create a more positive effect.
▪ Empathy (understanding other’s feelings, diversity, political awareness) - It is the ability
to identify and understand the feelings of others.
▪ Motivation (drive, commitment, initiative, optimism) - It is the drive and urge to do
something well and to be motivated enough to achieve goals.

Employee Well-being looks at employee experience from a holistic view across different
categories: social, physical, mental, financial, and environmental wellness.

Employee Commitment: Employee commitment is an emotional attachment to and involvement

with an organization. Employee commitment is a bond between the employee and the
organization such that the employee wants to continue serving the organization and helping it
achieve its objectives.

Benefits of EI on Employee Well-being at the workplace:

▪ Stress Management: People with high EI are adept at identifying and regulating their
emotions. They can effectively manage stress by utilizing healthy coping mechanisms,
leading to a calmer and more positive work experience.
▪ Improved Relationships: EI fosters empathy and emotional understanding of colleagues.
This leads to better communication, stronger bonds, and a supportive work environment.
These positive connections contribute to a sense of belonging and well-being.
▪ Conflict Resolution: Those with high EI can navigate disagreements constructively. They
can identify emotional triggers, communicate assertively, and find solutions that address
everyone's concerns. This reduces workplace tension and anxiety, promoting a more
peaceful work environment.
▪ Resilience and Adaptability: Employees with high EI can handle change and setbacks
better. They can bounce back from challenges with greater ease and maintain motivation.
This resilience contributes to overall well-being and job satisfaction.

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 ▪ Self-Awareness: Understanding your strengths and weaknesses is crucial for self-efficacy
and well-being. High EI allows for better self-awareness, enabling employees to set
realistic goals, choose work that aligns with their skills, and feel more confident and in
control.

Potential Mediating Factors:

▪ Perceived Person-Job Fit: Employees with high EI may be better at finding roles that match
their skills and personalities. This good fit can lead to a sense of purpose and satisfaction,
further enhancing well-being.
▪ Work-Life Balance: EI skills can help employees manage their workload and establish
healthy boundaries. This can prevent burnout and allow for a more balanced personal and
professional life, contributing to overall well-being.

List of Metrics Identified

HR Metrics and Results: From the survey data set, we have identified a few HR metrics or KPIs
which indicate the direct relation between emotional intelligence and employee well-being.
These KPIs are the Job satisfaction index, diversity ratio, motivation index and self-regulation
index. While performing the data analysis on our survey results, below are the observations.
Fig 2: HR Metrics/ KPI

Job Satisfaction Index

•72% of sample population has high Job satisfaction

Motivation Index
•93% of sample population has high motivation

Self Regulation Index

•98% of sample population has high self-regulation

Factors affecting Employee Commitment

•Authentic Pride, Value Congruecne, Autonomy, Job Enrichment, Self-Efficacy
and Engagement
Diversity Ratio
•Demographic data shows 48 Males (45.28%) and 58 Females (54.72%)

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 Analysis

Aim: To derive the relationship between various constructs of Emotional Intelligence on

Employee well-being and Employee commitment.

Methodology: This study emphasizes the data-driven approach to get the nuanced insights
between emotional intelligence and employee well-being and employee commitment in the IT
sector. The demographic factors that have been considered are diversity ratio, age, experience,
etc.

Problem statements were identified by going through the existing literature review, creating a
theoretical framework, identifying the gaps and preparing the objectives to analyze.

We have formulated a quantitative approach using Likert scale-based survey questionnaire which
was designed by using constructs and variables of emotional intelligence, employee well-being
and commitment. A relationship was drawn among the dependent and independent variables
with the Correlation method using Microsoft Excel. The study intends to offer a detailed insight
into how emotional intelligence functions as the predictor of employee’s well-being and
commitment with respect to their gender, age, experience and hierarchy level. The various work
elements of the study have analyzed different HR matrices namely the job satisfaction index,
employee motivation index, employee engagement scale and commitment index to achieve the
primary objective.

Sample Size: A random sample size from all over India, only from the IT sector was used. 106
responses were recorded from male and female of age groups 20- 40+ years.

Instrumentation: A self-administered survey questionnaire was prepared and divided in three

sections:

1) Demographic data

2) Likert scale survey questionnaire (each employee had to select scores from 1 to 5, in which 1
is strongly agree whereas 5 is strongly disagree)

3) Feedback - The questionnaire was adopted from past studies and tested by using statistical
analysis (mentioned in Excel sheet)

To identify the correlation between variables of emotional well-being and emotional intelligence,
correlation analysis was done using data analytics in Microsoft excel.

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Results: -

Demographic results: A total of 110 responses were received against the questionnaire. After
cleaning the data, the analysis was done on 106 responses.
Fig 3: Demographic results

Gender Age Group Hierarchy level

•48 Males - 45.28% •20-25 years - 32.08% •Executives - 36.79%

•58 Females - 54.72% •26-30 years - 18.87% •Mid Management - 25.47%
•31-35 years - 28.3% •Team Lead - 31.37%
•36-40 years - 12.26% •Senior Management -
•Above 40 years - 8.49% 6.60%

Normality Testing: For data testing, we have done descriptive statistical analysis in Microsoft
Excel (sheet attached in link). For each question, we have checked the mean, mode, median,
standard error, standard deviation, skewness and kurtosis to find out the asymmetry and
distribution of data, its reliability and whether the analysis can be considered for the whole
population. From the analysis, we found out that the mean of all parameters came within the
range of upper and lower and 95% of confidence level where their standard error ranges from
0.06 to 0.11. The Skewness of our data is within limit of -1 and +1 and kurtosis ranges are also
within -7 and 7. This shows that the distribution of data is normal and Univariate.

Correlation Testing: The correlation coefficient (r) ranges between -1 and 1. The research has
been performed between independent variables of Emotional Intelligence (Self-awareness, Self-
regulation, Empathy, Motivation, Workplace Engagement and Social Skills) and dependent
variables of Employee well-being and commitment (Self-efficacy, Gratitude, Emotional
exhaustion, Value congruence, Autonomy, Team spirit, Peer awareness and so on).

While performing correlation analysis, it has been found that the r-values between Self-
awareness and Self-efficacy, Gratitude, and Mindfulness are 0.73, 0.60, and 0.61 respectively.
The r-value between self-awareness and emotional exhaustion is -0.30 while the r-value between
self-regulation and emotional exhaustion is -0.21. The r-value between empathy and team-spirit,
peer awareness ranges between 0.5 to 0.7. It has also been identified that the r-value between
employee engagement and productivity and Motivation and productivity is the highest i.e. 0.80
and 0.76 respectively.

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Based on all the analysis conducted, it is evident that there is a positive correlation between
emotional intelligence and employee well-being and commitment whereas negative correlation
between emotional intelligence (self-regulation and self-awareness) and emotional exhaustion.

HR Metrics and Results: From the survey data set, we have identified a few HR metrics or KPIs
which indicate the direct relation between emotional intelligence and employee well-being.
These KPIs are mentioned in Fig 2.

Discussion: From the above analysis, it is evident that Emotional intelligence has a positive
correlation with employee well-being and employee commitment. The factors of emotional
intelligence such as self-awareness, self-regulation, and empathy with the predictors of
employee well-being and commitment have r-values ranging from 0.5 to 0.8. From the above-
stated results, we can say that if the employee has high emotional intelligence, he/she can
perform well and maintain good well-being while working in an organization. We can also state
that emotional intelligence directly impacts employee’s productivity and commitment to the
organization. With high empathy and social skills, they will have good relations with peers and
will manage to perform as a team. It can also be deduced from the analysis that emotional
exhaustion has a negative correlation with every other factor which indicates that if an employee
has low self-awareness, he/she won’t be able to perform well and maintain good well-being in
the organization.

Solution/Recommendations

In terms of managerial perspective, this study will help to provide some considerable
contribution to the team of an organisation, specifically the Human Resource (HR) department.
It will provide some insights to better understand the IT industry and their employee’s well-being
and commitment predictors.

The study demonstrated that EI is a highly important skill or

competency to improve well-being and commitment of
employees at the workplace. Employees with higher levels of
EI will learn more about their self-awareness, self-
management, social awareness, and relationship
management. A higher level of understanding and skills in
the dimensions of EI will increase their creativity, productivity and engagement levels.

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Under the arena of Employee Commitment, we have derived that factors such as Value
Congruence, Job Enrichment and Autonomy have quite low values compared to other factors. It
shows that, the organization in the IT sector are needed to forecast the importance of them and
strive to work for enhancement and development.

The Correlation among the EI and Well-being key predictors shows positive as well as negative
impact on each other. The positive correlation relates to various factors such as comparison of
Job satisfaction, Motivation, Self-Awareness, Social Skills and many more.

Emotional Exhaustion negatively correlates majorly with factors such as Emotional Stability, Job
Satisfaction, Mindfulness, Team Spirit, Engagement and so on. The project suggests holistic
strategies and initiatives based on the above findings for the betterment of Employee Well-being
and Commitment along with the overall organizational development. Therefore, the below
suggested support systems will enable employees to increase their self-confidence, relationships
and teamwork at the workplace.

1. Promote Self-Awareness:

▪ Self-Assessment Tools: Can offer Personality or EI assessments to help employees

understand their strengths and weaknesses. This self-awareness empowers them to
leverage their strengths and work on areas for improvement.
▪ Mindfulness Training: Mindfulness practices like meditation or yoga will help increase
self-awareness of emotions and reactions.

2. Foster Emotional Regulation:

▪ Stress Management Techniques: Can provide workshops or resources on stress

management techniques like deep breathing exercises or progressive muscle relaxation.
▪ Encourage Breaks & Disconnection: Implement policies that promote healthy breaks and
encourage employees to disconnect after work hours, allowing for emotional recharging.

3. Build Social Awareness:

▪ Team-Building Activities: Organize team-building exercises that encourage collaboration

and communication, fostering empathy and understanding among colleagues.
▪ Diversity & Inclusion Initiatives: Promote diversity and inclusion initiatives to create a
more welcoming and supportive work environment for everyone.

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4. Enhance Relationship Management:

▪ Active Listening Training: Train managers and employees in active listening skills to
improve communication and build stronger relationships.
▪ Conflict Resolution Workshops: Offer workshops on conflict resolution techniques to
equip employees with tools for navigating disagreements constructively.

5. Encourage Motivation & Self-Motivation:

▪ Goal Setting Workshops: Conduct workshops on setting SMART goals (Specific,

Measurable, Achievable, Relevant, and Time-bound) to help employees feel a sense of
purpose and accomplishment.
▪ Recognition & Rewards: Implement a system for recognizing and rewarding employee
achievements, fostering motivation and a sense of value.

6. Leadership and Organizational support:

▪ Leadership by Example: Leaders who demonstrate high EI set the tone for the
organization. Encourage leaders to be emotionally aware, empathetic, and supportive.
▪ Ongoing Support: Make EI development an ongoing process. Offer regular training
opportunities and resources to help employees continuously improve their emotional
intelligence.

These will significantly enhance employee well-being and commitment with a more engaged
workforce and contribute to overall business success by leveraging the power of emotional
intelligence in a technology-driven environment.

Interactive HR Dashboard
[Link]
d=109323983715576480070&rtpof=true&sd=true

Group Video
[Link]

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 Conclusion and Summary

The findings will be valuable for organizations seeking to create a more supportive and positive
work environment. This can be achieved through targeted training programs to enhance
employee emotional intelligence by fostering a culture that values emotional well-being.

In essence, high EI equips employees with the skills to navigate

the emotional complexities of the workplace. This leads to a
more positive and supportive work environment, ultimately
contributing to greater employee well-being and employee
commitment.

By implementing the suggested recommendations in the IT industry and fostering a culture that
values emotional well-being, organizations can create a happier, healthier, and more productive
work environment for everyone.

References:

[Link]

[Link]

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