Building employee commitment: how cultural intelligence and emotional intelligence affect work–family role conflict?

Purpose This study aims to investigate the relationship between emotional intelligence (EI), work–family role conflict (RC) and affective organizational commitment (AOC). The moderating roles of cultural intelligence (CI) and perceived organizational support (POS) in these relationships are also examined. Design/methodology/approach A questionnaire was developed to gather data from 832 employees of diverse nationalities working in multicultural organizations in Vietnam. Partial least squares structural equation modeling was used to test the hypotheses proposed. Findings The results of this study show that work–family RC mediates the relationship between EI and AOC. Additionally, EI and POS moderate the relationship between work–family RC and AOC. Finally, CI moderates two relationships: EI and work–family RC, work–family RC and AOC. Originality/value This paper provides a practical and theoretical foundation for understanding AOC in the Vietnamese context. By exploring the roles of CI, POS and EI, this study highlights ways to reduce work–family RC and enhance employee commitment.