Emotional Intelligence, Perceived Organizational Support and Retirement Planning amongst Employees of selected Ministerial Agencies in Uganda
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Planning for retirement varies from one individual to another and is guided by integrating individual’s intentions and behaviors with the organizational policies and practices. Given that retirement is embedded in the “institutionalized clocks”, pointing out perceived organization support and emotional preparation offers groundwork for employees to plan as they transit into retirement. The purpose of this study was to analyze the relationship between emotional intelligence, perceived organizational support and retirement planning amongst employees of selected ministerial agencies in Uganda. I adopted a quantitative approach using a cross-sectional research design. A sample of 160 employees from six agencies was obtained using purposive sampling. Data was collected using a standardized questionnaire measuring perceived organization support, emotional intelligence and retirement planning. Analysis of data was done using SPSS (version 21). Findings revealed a significant positive relationship between emotional intelligence and retirement planning (r=16*, p<.05), emotional intelligence and perceived organization support (r=.24**, p<.01), perceived organizational support and retirement planning (r=.21*, p<.05), lastly perceived organization support was found to moderate the relationship between emotional intelligence and retirement planning (Beta=.103; P<.05). Considerably emotional intelligence breeds a sense of balance on employees’ outlook in relation to retirement and support professed from the organization. Agencies ought to strategically allocate support that's in line with the social and economic shifts to enable, modify employees plans for retirement.