Business Management Vol.
5 No 1 Februari 2026 p-ISSN:2828-7606, e-ISSN:2828-8203 DOI: 10.
58258/bisnis.
10328/https://ejournal.
org/index.
php/Bisnis The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ
Cepi Hidayat1.
Sri Mulyani2.
Widya Lilisa Army3 Management.
Pertiwi University.
Indonesia Article Info Abstract Article history:
Accepted: 4 February 2026 Publish: 6 February 2026 This study aims to determine and analyze the influence of emotional intelligence and competence on employee performance.
Employee performance is crucial to achieving company goals, so it is important to manage human resources well, especially individuals' ability to manage their feelings and work capabilities.
This study uses a quantitative method with a descriptive and verificative approach.
Data was obtained from questionnaires distributed to 50 employees as research samples.
Data analysis techniques included validity and reliability tests, multiple linear regression, t-tests.
F-tests, and determination coefficients using SPSS software.
The results showed that emotional intelligence had a positive and significant effect on employee performance.
Competence also has a positive and significant effect on employee performance.
When viewed together, emotional intelligence and competence have a significant effect on employee performance.
These results indicate that the better the emotional intelligence and competence of employees, the higher their Therefore, companies are encouraged to improve training and development of emotional intelligence and competence to support optimal improvement in employee performance.
Keywords:
Emotional Intelligence.
Competence.
Employee Performance.
This is an open access article under the Lisensi Creative Commons Atribusi-BerbagiSerupa 4.
0 Internasional Corresponding Author:
Cepi Hidayat Universitas Pertiwi.
Indonesia Email Coresspondent: cepihidayat2710@gmail.
INTRODUCTION
Human resources are strategic assets that determine the success and sustainability of a In an increasingly competitive and dynamic business environment, companies are required to manage human resources effectively in order to adapt to changes in the market, technology, and customer needs.
This is even more important in the logistics sector, which demands speed, accuracy, cross-functional coordination, and high-quality service.
Recent research shows that human resource performance is a key factor in improving supply chain efficiency and the competitiveness of logistics companies (Rahman.
Susanto, & Wijaya.
The logistics industry has complex and stressful job characteristics.
Logistics employees are faced with delivery time targets, document accuracy requirements, interdepartmental coordination, and customer complaints that must be handled quickly and In these conditions, employee performance is not only influenced by technical abilities, but also by the ability to manage emotions, work together in a team, and behave professionally in dynamic work situations.
Therefore, logistics companies need to understand the internal factors of employees that contribute to overall performance.
234 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 Employee performance is the result of work achieved by individuals in carrying out their duties and responsibilities in accordance with the standards set by the company.
Good performance is reflected in the quality and quantity of work, timeliness of task completion, ability to work together, and responsibility for work.
In the logistics sector, optimal employee performance will have a direct impact on distribution accuracy, customer satisfaction, and company reputation.
Conversely, poor performance can lead to delivery delays, administrative errors, increased operating costs, and decreased customer trust (Sutrisno & Nugroho, 2.
One internal factor that significantly influences employee performance is emotional Emotional intelligence refers to an individual's ability to recognize, understand, and manage their own emotions as well as understand the emotions of others.
Employees with good emotional intelligence are able to control stress, maintain emotional stability when facing work pressure, and build harmonious working relationships with colleagues and customers.
Recent empirical studies show that emotional intelligence has a positive effect on employee performance, especially in service and logistics companies that require social interaction and quick decision-making (Al-Hawari.
Obeidat, & Aqqad, 2.
In the context of logistics, emotional intelligence is essential because employees often face unexpected situations, such as delivery delays, schedule changes, or customer Employees with high emotional intelligence tend to be better able to respond to problems calmly, communicate effectively, and maintain service quality even under Research by Putri and Lestari .
found that emotional intelligence plays an important role in improving employee performance through stress management and improved work relationships.
In addition to emotional intelligence, competence is also an important factor that determines employee performance.
Competence includes knowledge, skills, and work attitudes that are relevant to job demands.
In logistics companies, employee competency includes understanding distribution procedures, mastering logistics information systems, the ability to coordinate between departments, as well as discipline and work responsibility.
Recent research shows that employees with high competency tend to be able to work more effectively, minimize operational errors, and contribute to improving organizational performance (Hidayat & Prakoso, 2.
Technological developments and digitalization in the logistics sector also require continuous improvement in employee competencies.
Employees are not only required to understand conventional work processes, but also to be able to operate digital systems, adapt to procedural changes, and improve their skills according to company needs.
A study by Wibowo.
Santoso, and Maulana .
shows that competency-based human resource development has a significant effect on improving the performance of logistics company employees, especially in facing increasingly complex operational challenges.
METHOD
This study uses a quantitative approach with a positivist paradigm and deductive This approach was chosen to test the causal relationship between emotional intelligence and competence on employee performance objectively through statistical The research design used is a cross-sectional survey, where data collection is conducted at a specific time using a questionnaire instrument.
The research subjects were all 50 employees of PT XYZ, consisting of various roles and lengths of service.
The sampling technique used was a saturated sample .
, so that the entire population became respondents in the study.
This method was chosen so that the data obtained could represent the actual conditions of the company as a whole.
235 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 The research data was collected through the distribution of questionnaires compiled based on indicators of emotional intelligence, competence, and employee performance.
All questionnaire items were measured using a Likert scale.
Instrument testing was carried out through validation and reliability to ensure the feasibility of the data used.
Data analysis techniques included classical assumption testing, multiple linear regression analysis, t-tests to examine partial effects.
F-tests to examine simultaneous effects, and the coefficient of determination (RA) to determine the level of contribution of independent variables to dependent variables.
The entire data analysis process was conducted using SPSS software.
RESULTS AND DISCUSSION
Respondent Characteristics Table 4.
Respondent Data Based on Gender Employees Number Male Female Total Source: PT XYZ, 2025 Weight Table 4.
Respondent Data Based on age Age (Year.
Frequency (Peopl.
Percentage (%) 20Ae30 31Ae40 41Ae55 Number Source: PT XYZ, 2025 Table 4.
Respondent Data Based on Education Highest Level of Education Bachelor's degree Diploma High school/vocational Total Source: PT XYZ, 2025 Frequency (Peopl.
Percentage (%) Table 4.
Employee tenure data at PT XYZ 236 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 Years of Service Number of Employees Percentage (%) < 2 Years 2Ae5 Years 5Ae15 Years > 15 Years Total Source: PT XYZ, 2025 This study involved 50 participants who were employees of PT XYZ with various Based on gender, the respondents consisted of 27 men .
%) and 23 women .
%).
In terms of age, most respondents were in the 20-30 age group, accounting for 60%, followed by the 31-40 age group, accounting for 30%, and the 41-55 age group, accounting for only 10%.
The survey showed that most participants had a bachelor's degree, reaching 70%, while 20% had a high school or vocational school education, and the other 10% had a Based on work experience, most respondents had worked for between 2 and 5 years .
%), and most of the others had less than 2 years of work experience .
%).
This composition shows that the respondents are in the productive age range, with adequate educational backgrounds and work experience.
Statistik Deskriptif Variabel Penelitian Descriptive Statistics Sumber: Output SPSS diolah oleh peneliti, 2026 The results of descriptive statistical analysis show that the emotional intelligence variable has an average value of 38.
86, indicating that the level of employees' emotional intelligence is quite high.
The competency variable has an average value of 42.
62, indicating that employee competency is at a fairly high level.
Meanwhile, the average value of the employee performance variable is 41.
52, which indicates that employee performance is in 237 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 the good category.
The standard deviation value for each variable shows that the data variation is still within the normal range.
Instrument Quality Test Table 4.
Validity Test Results Correlations Statement Calculate X1.
0,690
X1.
0,707
X1.
0,707
X1.
0,344
X1.
0,769
X1.
0,520
X1.
0,486
X1.
0,538
X1.
0,739
X1.
0,674
X2.
0,816
X2.
0,797
X2.
0,782
X2.
0,771
X2.
0,803
X2.
0,814
X2.
0,891
X2.
0,757
X2.
0,764
X2.
0,797
0,620
0,693
0,743
0,666
0,749
0,543
0,419
0,701
0,638
0,759
Decision Standard
R table Decision 0,279 Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid
0,279
Valid Table 4.
Reliability Test Results Variable CronbachAos Alpha 238 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 X1 Emotional Intelligence X2 Compensation Y Performance 0,815 0,937 0,850 The validity test results show that all items in the emotional intelligence, competency, and employee performance variables have correlation coefficients greater than the table r value .
, so all instruments are declared valid.
Furthermore, the reliability test results show Cronbach's Alpha values for the emotional intelligence variable of 0.
815, competence of 0.
937, and employee performance These values are above the minimum limit of 0.
60, so the research instruments are declared reliable.
Classical Assumption Tes Image 4.
Normal P-Plot Equation I Image 4.
Image 4.
Image 4.
239 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 The normality test results show that the residual data are normally distributed, as indicated by a KolmogorovAeSmirnov significance value of 0.
200 (> 0.
The multicollinearity test shows that the Variance Inflation Factor (VIF) value of all independent variables is below 10, so there is no multicollinearity.
The heteroscedasticity test results show a random residual distribution pattern, so the regression model meets the homoscedasticity assumption.
Thus, the regression model is suitable for further analysis.
Regression Analysis and Hypothesis Testing Image 4.
Image 4.
Image 4.
240 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 The results of multiple linear regression analysis show that emotional intelligence and competence have a positive effect on employee performance.
The regression equation obtained is:
Y = 5.
379XCA 0.
502XCC
Partially, emotional intelligence has a significance value of 0.
009 (< 0.
, which indicates that emotional intelligence has a positive and significant effect on employee Competence has a significance value of 0.
000 (< 0.
, so that competence also has a positive and significant effect on employee performance.
Based on the standardized beta coefficient value, competency is the variable that has the most dominant influence on employee performance.
The simultaneous test (F tes.
results show a significance value of 0.
000 (< 0.
indicating that emotional intelligence and competency together have a significant effect on employee performance.
The coefficient of determination (RA) value of 0.
763 shows that 3% of the variation in employee performance can be explained by emotional intelligence and competence, while the rest is influenced by other variables outside the research model.
CONCLUSION
The Influence of Emotional Intelligence on Employee Performance The results of the analysis show that emotional intelligence has a positive and significant effect on the performance of PT XYZ employees, as evidenced by a significance value of 0.
009 (< 0.
Thus, the first hypothesis is accepted.
These findings indicate that employees' ability to manage and control their emotions, understand themselves and others, and maintain harmonious working relationships contributes to improved performance.
Employees with good emotional intelligence tend to be able to manage work pressure effectively and act professionally in dealing with work problems, resulting in more optimal This finding is in line with Goleman's .
opinion that emotional intelligence is an important factor in individual performance success.
The results of this study are also consistent with the research by Putri and Handayani .
, which found that emotional intelligence has a positive and significant effect on employee performance.
The Influence of Competence on Employee Performance The results of the study indicate that competence has a positive and significant effect on the performance of PT XYZ employees, with a significance value of 0.
000 (< 0.
Therefore, the second hypothesis is accepted.
These findings show that competence, which includes knowledge, skills, and work attitude, plays an important role in improving employee performance.
Employees with adequate competency tend to be better able to understand their work, complete tasks on time, and produce better quality work.
Competency also enables employees to work effectively and efficiently in accordance with job demands.
These research results are in line with the findings of Wibowo .
and Lestari and Nahrisah .
, who stated that competency has a significant effect on improving employee The Influence of Emotional Intelligence and Competence on Employee Performance Based on the results of simultaneous testing, emotional intelligence and competence together have a positive and significant effect on the performance of PT XYZ employees.
This is indicated by the significance value of the F test of 0.
000 (< 0.
, so that the third hypothesis is accepted.
The coefficient of determination (RA) value of 0.
763 shows that 3% of employee performance variation can be explained by these two variables, while the rest is influenced by other factors outside the research model.
241 | The Influence of Emotional Intelligence and Competence on Employee Performance at PT.
XYZ (Cepi Hidaya.
Business Management e-ISSN : 2828-8203, p-ISSN: 2828-7606 These findings indicate that employee performance is the result of the interaction between emotional management skills and work competence.
Emotional intelligence supports psychological aspects and work relationships, while competence strengthens technical abilities in task completion.
The results of this study are in line with the research by Sutrisno .
and Rahmawati and Prasetyo .
, which states that the combination of psychological factors and work competence simultaneously has a significant effect on employee performance.
ACKNOWLEDGMENTS
The author would like to express his gratitude to PT.
XYZ for its permission and assistance in collecting the data for this study.
The author would also like to thank Pertiwi University for its academic support, as well as all respondents who participated in this study.
BIBLIOGRAPHY