The Globalization, Fierce Competition

Recently, the private sectors companies have faced many unprecedented challenges. Globalization, fierce competition, rapid and prompt response, ethical practices, social responsibility. However, this entailed an uncertain (dynamic and complex) external environment in which companies become more difficult to survive or thrive in connection with manufacturing or services. particularly in Turkey formal and informal labor market has been affected by Syrian refugees immigration According to Avgar et al. (2011) and Singh and Kassa (2016), organizations can face external obstacles through a positive and satisfying internal environment.

pointed out that the core of the organization’s internal environment is human resources. For that The organization will rely on competent human resources to achieve its intended purpose.

Gupta points out that employee satisfaction is the key to positive attitudes and behavior. Many researchers found that employee satisfaction leads to happiness, loyalty, commitment, efficient performance and productivity, and low turnover. Mudra (2016) explained that emotional intelligence (EI) and the ability to understand the feelings, fears, and problems of managers’ employees are essential to creating a comfortable working environment.

Bedi and Kaur (2014) argued that work-life balance and employee satisfaction were not personal issues. As a result, managers need to create a convenient working environment. Fowlie and Wood (2009) and McCleskey (2014) Dabke (2016) said that through emotional intelligence (EI), leaders can deliver better results to their subordinates. Locke (2009) and Alfonso et al. (2016) has proven that manager emotional intelligence (EI) improves the ability to support positive emotions for employees and to maintain the right balance between family and work.

In this respect, the main aim of this paper is firstly to examine the influence manager’s emotional intelligence at their employees in Turkey “private sectors” companies, and secondly, to investigate if there any differences in refugee’s worker’s perception of sense of belonging due to their Gender, marital status, and number of children? Keywords: Emotional Intelligence, Sense of belonging.

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THE STUDY’S PROBLEM

The private sector in Turkey faces the same challenges as other businesses. They had to survive and remain competitive in a changing environment. As the number of suppliers increases, all companies are competing to attract more cost-conscious customers by providing better services. It relies heavily on the preparation of employees who perform better than their competitors and competitors. On the other hand, it is not easy to stimulate employees well, not their affiliates. The experience of international employees experiences many difficulties that are essential in attempting to balance work requirements and personal life, and managers must find solutions to the employees of the private sector’s sense of belonging. at the same time. Emotional Intelligence (EI) helps guide employees in the right direction In the past, only a small number of studies have looked at the direct relationship between a sense of belonging and emotional intelligence. the correlation between the sense of belonging and emotional intelligence would be a crucial relationship to observe in this environment. Furthermore, most studies were observing a sense of belonging from an immigrant’s perspective and also geographically.

STUDY’S HYPOTHESES

There is positive relationship between managerial emotional intelligence (EI) skills and employees sense of belonging ? Are there differences in employee perceptions of the sense of belonging? Theoretical background Emotional intelligence Three emotional intelligence models are extensively discussed in the emotional intelligence literature: competence models, attribute models, and mixed models. Ability models focus on the individual’s ability to recognize emotions, use emotions, understand emotions, and manage emotions to facilitate thinking and cognitive activity. Trait models focus on the personality framework and include non-cognitive ability measures. The trait model suggests that individuals have emotional self – awareness and emotional characteristics that shape their personality. Competence and trait models differ from theoretical explanations and measurements. Mixed models focus on self-awareness, self-regulation, motivation, empathy, and social skills.

Mixed models suggest that training and development can acquire and improve the ability and ability to manage emotions . Subjects in emotional intelligence are important to individuals, businesses, and research communities because they can have an impact on the performance of an organization. According to Bar-On (1997, 2000), Goleman (1998a, 1998b) and Stein and Book (2003), emotional intelligence is an important part of affecting individual ability. Emotional intelligence was the topic of discussion in decades of research. They argued that EI is one of the core competencies and skills for project managers in the context of complex projects.

Turner and Lloyd-Walker (2008) announced that EI functionality for project managers has contributed significantly to project success. Similarly, Mazur et al. (2014) And Rezvani et al. (2016) investigated project management skills and characteristics related to project manager success in complex projects. They found that the high EI of the project manager contributes to project success through better communication and problem-solving in complex projects. However, none of the above-mentioned studies has been able to investigate performance at the individual and team level simultaneously. Instead, the researcher paid considerable attention to the role of EI and its impact on project success, and partially ignored the impact of EI on other levels of analysis.

Sense of belonging

There is a limited literature available on the sense of belonging in an organizational context. In this study, it was expected to explore the impact of sense of belonging in an organizational context that how much sense of belonging beneficial for organizations. Researchers conducted many studies on the sense of belonging by exploring its impact in the academic field, hospitals, and early age people. There was a psychologist who started a broad study on the attachment. That psychologist was John Bowlby he developed Bowlby’s Attachment Theory. He stated that attachment starts when a person emotionally bonded with another person. If we relate this statement with organizational context it means the attachment of an employee starts with his emotional bonding to their organization. Attachment is a psychological relatedness that happens between two people and remains long lasting.

What keeps an employee connected with their organization is an attachment A sense of belonging is affected by employee motivation and employee engagement. There is an association between an employee’s values, motivation, effort, achievement, expectancies, an employee’s sense of belonging. The sense of belonging refers to the individual contributions in the workplace that goes beyond role requirements as stipulated in the job agreement. loyalty and engagement with the business are considered to be positive drivers. The premium for business. the sense of belonging to the organization is generally Employees stay within the organization and commitments to the company’s goals and values. that much Organizational commitment reflects the psychological commitment employees make toward the organization. This commitment is derived from the strong belief that employees have about the organization’s values, loyalty, and interests.

On completion, Organizational commitment is the loyalty the employee has to the company. Identifying Mutual Values, Objectives, and Goals As workers’ commitment increases, productivity, trust Attachment to completed work and overall performance increases while absenteeism, work shifts decrease. through a sense of belonging, businesses can hold and maintain qualified and productive individuals. They will have a positive impact on their organization and in turn competition Managers strive to minimize the following types of malfunctions: unconcerned attitude while trying to promote the organizational sense of belonging. What Managers need to consider is that the staff must be done both in terms of quantity and quality, Thus, if the international employees have effected in the way to increase the sense of belonging the individual’s behaviour that makes an overall positive contribution beyond the organization’s expectations.

METHODOLOGY

Design This study was based on a non-experimental correlational design. The two variables investigated were the sense of belonging and IE ( Emotional intelligences ). The former was measured by using the Sense of Belonging Instrument- Psychological (SOBI-P) by Hagerty and Patusky (1995), while the latter was measured by using the EI by WLEIS Items.