The present study empirically investigated the impact of trait emotional intelligence (EI) on managerial\r\neffectiveness and the moderating effects of the Big-Five personality dimensions on the relationship\r\nbetween trait EI and managerial effectiveness. Using purposive sampling, data were collected through a\r\nstructured questionnaire from 100 practicing physicians and superintendent nurses working at three\r\nhospitals in the capital city. Factor analysis, correlation, and regression were used to analyze the data.\r\nStatistical tests indicated that all variables were significant at 5% level of significance. Results revealed\r\nthat trait EI indeed predicts managerial effectiveness, while the sociality dimension of trait EI dominated\r\nin predicting managerial effectiveness. The moderating effects of the Big-Five personality dimensions\r\nwere also confirmed. Amongst the Big-Five, agreeableness showed the strongest moderating effect.\r\nThe study provides human resource practitioners with useful insights relating to this phenomenon\r\nenabling them to strategize to enhance managerial effectiveness. It also contributes to the existing\r\nbody of research by providing evidence for the predictive validity of trait emotional intelligence for\r\nmanagerial effectiveness, and for the moderating effect of the Big-Five personality dimensions on this\r\nrelationship. Importantly, this study has extended the trait emotional intelligence model and personality\r\ninteraction into Pakistan with reference to managerial effectiveness.
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