Emotional intelligence as a predictor of effective leadership: an empirical examination of leader-follower dynamics and performance outcomes

Purpose
This paper explores emotional intelligence as a predictor of an effective leader and its role in developing relationships between a leader and team members, employee attitudes, and team performance, based on Ability-Based Emotional Intelligence Theory, Transformational Leadership Theory, and Leader–Member Exchange (LMX) Theory.

Design/methodology
A quantitative survey design was used, with data gathered from 300 employees in education, healthcare, retail and public service. Descriptive statistics, reliability analysis, correlation, and regression analyses were conducted.

Findings
The findings indicate that emotional intelligence plays a significant role in enhancing leadership effectiveness by strengthening leader–member relationships, increasing employee job satisfaction, and improving overall team performance. Results showed moderate emotional intelligence (M = 2.60–3.38), with highest scores in understanding own emotions (M = 3.38) and lowest in emotional awareness (M = 2.60). Reliability was strong (Cronbach’s α = .82–.89). Emotional intelligence was positively correlated with leadership behaviour (r = .46), LMX (r = .42), job satisfaction (r = .39), and team performance (r = .33). Leadership behaviour was strongly related to LMX (r = .51) and team performance (r = .48), while LMX was linked to job satisfaction (r = .55). Regression analysis confirmed emotional intelligence as a predictor of transformational leadership (β = .46, R² = .21) and LMX (β = .42, R² = .18), with LMX predicting job satisfaction (β = .55, R² = .30) and leadership behaviour predicting team performance (β = .48, R² = .23).

Practical implications and Conclusions
The results confirm a relational leadership model where emotional intelligence improves leadership effectiveness, employee satisfaction, and team performance. The study emphasises the strategic importance of developing emotional intelligence in leadership training and organisational performance management. Organisations should prioritise emotional intelligence in leadership development by integrating it into training, recruitment, and performance management. Enhancing leaders’ emotional competencies can strengthen leader–follower relationships, improve employee satisfaction and engagement, and ultimately boost team performance and organisational effectiveness.