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