In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations. Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

中文翻译：

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检验情商和真实领导力对组织员工的影响

在商业世界竞争激烈的环境中，组织实施人力资源政策和实践以提高员工的动力和绩效。将员工流动率保持在最低水平的努力与员工的满意度及其留在组织中的意愿成正比。员工的不满，领导者的态度和行为，人力资源政策决定了组织的生命。就业周转率的提高会降低组织的绩效，带来额外的成本，并导致员工培训无效。尤其是，如果合格的员工不喜欢管理方法导致形成不同的管理理解和观点，他们很容易离开组织。管理者的领导风格和人力资源政策可以影响组织的未来。因此，在这一领域进行研究很重要，以帮助高级经理制定决策并展示其领导作用。本研究的样本包括在私营和公共部门工作的498名白领雇员。使用IBM SPSS 23程序对调查结果进行了因素和可靠性分析。通过回归分析对假设进行检验，并对结果进行评估并进行相应介绍。本研究的样本包括在私营和公共部门工作的498名白领雇员。使用IBM SPSS 23程序对调查结果进行了因素和可靠性分析。通过回归分析对假设进行检验，并对结果进行评估并进行相应介绍。本研究的样本包括在私营和公共部门工作的498名白领雇员。使用IBM SPSS 23程序对调查结果进行了因素和可靠性分析。通过回归分析对假设进行检验，并对结果进行评估并进行相应介绍。