Predictive Power of Emotional and Spiritual Intelligence on Work-Related Burnout

Nurul Hasnie Hassiza W Hassan and Naresh Kumar Samy
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Nurul Hasnie Hassiza W Hassan: Faculty of Entrepreneurship and Business, Universiti Malaysia Kelantan
Naresh Kumar Samy: Malaysian Graduate School of Entrepreneurship and Business, Universiti Malaysia Kelantan

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 8, 2251-2260

Abstract: The manufacturing industry is crucial in lifting the provision of goods and services to upshoot employment and profitability, which entails economic development. However, in the repercussions of the business complexity, this industry confronts many business challenges, encompassing socio-political and economic instability, technological disruptions, and scarcity of competent labour, all of which have pushed companies to limit performance and long-term survival. Despite many other resource issues, human resources are critical for the better functioning of workplaces and come under the direct responsibility of human resource managers. They are overwhelmed with business and resource issues, and to some extent, they face work-related burnout in the manufacturing industry, which needs to be continually supported and addressed. This study examines the function of emotional and spiritual intelligence in mitigating work-related burnout. An online survey of 311 human resource managers in ISO 9001 manufacturing companies helps identify variable relationships in the study. The results suggest that both emotional and spiritual intelligence significantly impact work-related burnout. The study benefits stakeholders in the manufacturing industry by helping them understand the continuous efforts of human resource managers as business partners in managing human capital swiftly daily while mitigating work-related burnout through the positive emotional impact. This study is a basis for evaluating a company’s procedures, making necessary reforms, improving workplace culture, and providing better support for the workforce, including functional-level managers who sometimes receive marginal attention.

Date: 2024
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