近年來，情緒智力在企業界和學術界引起了廣泛的討論和研究。大量情商相關暢銷書籍的出現，也顯示出情緒智力的普及和重要性。當前人口老齡化和少子化問題日益嚴重，尤其是近年台商回流、台積電擴廠等因素將導致未來勞動力缺口持續擴大，如何最大化現有的人力資源效益成為管理者的重要課題。當前年輕員工不再僅僅關注薪資和穩定的工作環境，而是更注重工作的意義和自我實現。過去情緒智力與員工工作績效之間的研究相對較少，因此從情緒智力角度分析和理解員工工作敬業度對提升績效具有重要研究價值。
本研究將情緒智力作為自變數，員工工作敬業度及組織承諾作為中介變數，探討領導者情緒智力對員工工作績效的影響。本研究通過網絡平台以線上問卷形式收集數據，最終回收401份有效問卷。分析結果顯示，領導者情緒智力對員工工作敬業度和組織承諾有正向影響，且員工工作敬業度和組織承諾在員工工作績效之間具有部分中介作用。此外，員工工作敬業度和組織承諾對員工工作績效也有正向影響。
本研究最後亦根據分析結果提出研究結論和建議，從實務面提供企業在情商教育上的管理培訓方案和優化方式，以及未來相關研究方向之建議。

In recent years, emotional intelligence has caused extensive discussion and research in the corporate world and academia. The emergence of a large number of best-selling books on emotional intelligence also shows the popularity and importance of emotional intelligence. The current problems of population aging and low birthrate are becoming increasingly serious. In particular, factors such as the return of Taiwanese businessmen and TSMC's factory expansion in recent years will lead to a continued expansion of the labor gap in the future. How to maximize the benefits of existing human resources has become an important issue for managers. Today's young employees no longer only focus on salary and a stable working environment, but pay more attention to the meaning of work and self-realization. There have been relatively few studies on the relationship between emotional intelligence and employee work performance in the past. Therefore, analyzing and understanding employee work engagement from the perspective of emotional intelligence has important research value for improving performance. This study uses emotional intelligence as the independent variable and employee work engagement and organizational commitment as mediating variables to explore the impact of leader emotional intelligence on employee work performance. This study collected data in the form of online questionnaires through an online platform, and finally recovered 401 valid questionnaires. The analysis results show that leader emotional intelligence has a positive impact on employee work engagement and organizational commitment, and employee work engagement and organizational commitment have a partial mediating effect on employee work performance. In addition, employee work engagement and organizational commitment also have a positive impact on employee work performance.

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