Abstract:
ABSTRACT
This study focused on utilization of emotional intelligence and transformational leadership for
the enhancement of employee engagement in Kenyan public universities.
Organizations the world over face challenges today which require reforms in the
management and governance styles. Therefore the organizations continue to attempt to
achieve more for less by creating and maintaining value and the key to facing these
challenges is a motivated, well-trained and committed workforce. Consequently soft
skills such as emotional intelligence have become relevant in leadership effectiveness
and organizational success. Kenyan public universities are not exempt from these
challenges. Therefore, the Kenyan public universities have to rethink their strategies to
address the issue.
The overall objective of the study was to examine how emotional intelligence and
transformational leadership may be utilized in public universities to enhance employee
engagement. Transformational leadership is key in reforming organizations. Emotional
intelligence assists on how leaders and employees meet the daily challenges that they face since
emotions either lead to improved or decreased performance. Employee engagement requires
that every person in the organization understands and is committed to the success of the business
strategy. This goes beyond job satisfaction and incorporates aspects of commitment, pride and
advocacy about the organization products and brand. Thus employees are either engaged, not
engaged or disengaged as they carry out their day to day activities.
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Available literature indicated that organizations benefit when emotional intelligence is utilized
on transformational leadership to build a cohesive team. This is because staff engagement levels
may be raised and creation and maintenance of value may be achieved.
The researcher obtained both qualitative and quantitative data. The study was carried out in
public universities in Kenya. Stratified random sampling was used and data was collected using
a questionnaire. The data was modeled and then it was analyzed using multivariate techniques.
The results of the findings were presented in chapter four and it was established that emotional
intelligence impacts employee engagement significantly through the competencies in self
awareness, social awareness, self management and social management. Transformational
leadership was found to have a high effect on employee engagement through the elements of
idealized influence, inspirational motivation, intellectual stimulation and individual
consideration. The relationship between emotional intelligence and transformational leadership
was also established. Consequently, universities should utilize emotional intelligence and
transformational leadership for the enhancement of employee engagement.
