In this era, HR is shifting paradigms to embark on future oriented human resource strategies that increase individual competencies by focusing on the quality of life of an employee which is achieved through proper work life balance and stress management capabilities. Over the last decade, Emotional Intelligence has drawn significant interest from HR practitioners all over the world as a growing topic for behavioral investigation in order to understand its influence on social interactions.
Emotional intelligence is the ability to manage and apply emotions properly or in a balanced manner.
A more formal definition of EI was provided by Brown (2003) as a sound basis for emotional skill building: learning to listen and harness emotions, being able to make emotion an ally, and appropriately using emotion to make intelligent behavioral choices.
According to Moharjan(2012), occupational stress is increasing due to globalization and global economic crisis which is affecting almost all countries, all professions and all categories of workers, as well as families and societies.
Many organizations want to reduce and prevent the employee stress because they observe that it is a major drain on corporate productivity. Nobody is free from stress and it is not harmful always. In small quantities, stress is good; it can motivate us and help us to become more productive, but too much stress or a strong response to stress can be harmful.
The claims for work related psychological injury has been greater than any other injury. Beehr and Newman (1978) define occupational stress as ‘A condition arising from the interaction of people and their jobs and characterized by changes within people that force them to deviate from their normal functioning.
‘ Occupational stress affects directly organizational commitment as well as physical health and psychological well being of individuals
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