... On the other side, the subjective aspect considers the capabilities of employee to utilize organizational inputs, techniques and resources for producing something meaningful and valuable output (Lambert, 2000). The leading journals have incorporated several studies on these traits, two or more, for example, links between EI and employee performance (Ayiro, 2009;Church, 1997;Gardner & Stough, 2002;Lyons & Scheneider, 2005;Slaski & Cartwright, 2003), role of EI for developing work behaviour (Capannolo, 2020), EI and individual performance and group performance (Day & Carroll, 2004), emotions and EP (Fambrough & Hart, 2008), EI and teamwork leading towards higher EP (Gujral et al., 2011), relevance of EI for better EP through conflict resolution (Jordon & Troth, 2002), role of EI for managerial development and EP (Langley, 2000), EI and social interaction (Lopes et al., Past studies consist of a good amount of work exploring the relationships between EI and other human traits. Review posits that EI is positively related to mood regulation and self-management (Boyatzis, 1982), job commitment (Allen & Meyer, 1990), work motivation (Locke & Latham, 1990), managerial effectiveness (Church, 1997), career development of employees (Fineman, 2000), team performance and success at work (Gardner & Stough, 2002), life satisfaction (Palmer, Donaldson & Stough, 2002), stress reduction and management (Slaski & Cartwright, 2003), job satisfaction (Oginska-Bulik, 2005), leadership development and effectiveness (Fambrough & Hart, 2008), work performance resulting in organizational success (Ayiro, 2009), and quality of life and achievement (Olimat, 2016). ...