الذكاء العاطفي ودوره في التخفيف من ضغوط العمل وترسيخ القيم التنظيمية مراجعة نظرية وتأصيل مفهوماتي

Abstract

Abstract

This study examined emotional intelligence and its potential role in dealing with work stress and reinforcing organizational values through a theoretical review and conceptual analysis of the relationships among these variables within the field of organizational behavior.
It conceptualized emotional intelligence as a personal and interactive resource that may contribute to understanding how individuals respond to the demands and emotional experiences associated with the work environment, while emphasizing that its effectiveness cannot be considered independently of the organizational context in which individuals operate. The study aimed to develop an integrated theoretical and conceptual framework that explains the potential role of emotional intelligence in dealing with work stress and supporting the reinforcement of organizational values.
It adopted a descriptive-analytical approach within a theoretical review of the relevant literature, involving the examination, analysis, comparison, and critical evaluation of concepts, models, and studies, followed by the synthesis of their theoretical insights into a unified conceptual framework, without collecting empirical data or statistically testing causal relationships.
The study concluded that the relationship between emotional intelligence and work stress is neither fixed nor deterministic; rather, it is context-dependent and shaped by the nature and demands of work, available resources, leadership, organizational justice, social support, job design, and organizational culture. It also concluded that emotional intelligence may be viewed as a supportive personal resource that can enhance individuals’ awareness and regulation of their emotions and enable them to manage professional interactions more adaptively, potentially contributing to mitigating some of the psychological and behavioral effects associated with work stress, without replacing the need to address organizational and structural sources of stress. The review further indicated that emotional and social competencies may support the transition from espoused organizational values to values enacted in practice. However, this transition is shaped by the interaction of individual factors with the organizational context, leadership, culture, and organizational practices. Accordingly, the study proposed an integrated conceptual framework linking the three variables through two complementary pathways: a preventive pathway concerned with dealing with work demands and stress, and a constructive pathway concerned