Hi, Pete:

I believe it does especially if we use the Structural Equation Model (SEM) to determine the relationship between leader's and or manager's emotional intelligence and follower's and or employee satisfaction and commitment at the workplace and or any institution!

For example, a recent research study (Brunetto et al., 2012) examined the effect of emotional intelligence upon the job satisfaction, well-being and engagement of police officers in explaining their organisational commitment and turnover intentions. The authors surveyed and analyzed responses from 193 police officers in Australia using partial least squares path modelling.

The authors argued that emotional intelligence leads to job satisfaction and well-being, with positive path relationships leading to employee engagement and organisational commitment, thereby affecting turnover intentions. Organisational commitment was found to partially mediate the causal relationship between employee engagement and turnover intentions!

• Brunetto, Y., Teo, S. T., Shacklock, K., & Farr-Wharton, R. (2012). Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing. Human Resource Management Journal, 22(4), 428-441.

Hope this helps!

Nadeem

Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders. In this study, we develop a psychometrically sound and practically short EI measure that can be used in leadership and management studies. We also provide exploratory evidence for the effects of the EI of both leaders and followers on job outcomes. Applying Gross' emotion regulation model, we argue that the EI of leaders and followers should have positive effects on job performance and attitudes. We also propose that the emotional labor of the job moderates the EI–job outcome relationship. Our results show that the EI of followers affects job performance and job satisfaction, while the EI of leaders affects their satisfaction and extra-role behavior. For followers, the proposed interaction effects between EI and emotional labor on job performance, organizational commitment, and turnover intention are also supported.

Job satisfaction depends on the leader's ability to lead with both the brain, heart and hand. If al this parts are included in EI it will be ok, but I think the leaders have to develop more skills like knowledge, ethical maners, high level of social competes and communication skills for to reach job satisfaction. It´s happens  easily that EI will be rhetoric without any praxis. 

The answer should be YES! Combined with other important components gives a excellent solution.  

YES, Nowadays people talk about authentic leadership, transformational leadership, transactional leadership, situational leadership, team-based leadership, behaviorally based leadership, trait-based leadership, contextual leadership, emotionally intelligent leadership and results-based leadership, like never before, a great many industry-leading organizations are known for focusing tremendous attention and financial resources on leadership succession planning, development, assessment, coaching, appraisal and mentoring.

I agree with Costas about the importance of other components to  make deferens in the resultants' of  leadership.  I will still argue for the importance of  leaders individual inner growth. You can follow what theoretical farm work else but if the theories don´t are a integrated part of your leadership manners, the actions are something different from that you state you believe on. I´m afraid that all the leadership school as Krishnan talks about gives the leader a false picture of the quality of their leadership. In other words, knowing must be deepened so that knowledge becomes applicable, then you can talk about EI and what else.

Job satisfaction is an individual response and that will depend if they are in alignment with the vision set and implemented by Leaders. If a leader loses their vision for their business and company that will manifest from the top to the bottom in the company. Helen Keller stated it is not the lack of sight that is the issue it is the lack of vision. 

Emotional intelligence involves our ability to understand, interpret, and respond to the emotions of others.An appointed manager becomes a leader if s/he demonstrates leadership in its true sense & this must contain emotional intelligence in the first place.An organization or an institution is comprised of the most important ingredient (the human resources) and these humans will look at the manager as a source of inspiration or as trouble maker according to what his/her attitude & practices are. If the manager is genuinely friendly, fair for all, and is not dictatorial then the employees will give their best efforts in their jobs. If the manager rules by a system of  fear & spying, then this is a recipe for relegation & an eventual downfall.

Dear Pete

It helps if the Leader has intelligence about the emotional quotient of those behind him.

Narayanan

Our intelligence can not be isolated only in one area of emotional .For every individual with his growth development his environment & practising his action of his desired end  are generally the basic end of intelligence.

To me intelligence is an enegy force of our mind correlated with the MIND,HEART & DIVINTY within us which has a direction relation with our conscious & subconscious mind .They play an important part for taking the decision provided to help no adverse influence of our five elements reflecting our conscious mind .

With this for leadership practices ,emotional intellligence plays an very important part in the sense that Emotional problems & also an atmosphere immediately reflects the sentiment of the mind .It is this environment which help to take the effective decision for & help to contribute in the practices of leadership .

To me this may become the important areas for our human relation development .It creates the psychological environment which offers a important hints,practices & guideline to employees so that they remain  calm & quiet & help them to avoid frustration if any .

I feel this is my personal opinion