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THE IMPACT OF EMOTIONAL INTELLIGENCE ON EMPLOYEE RETENTION AND PERFORMANCE IN RENEWABLE ENERGY COMPANIES: A CASE STUDY OF SOLAR ENERGY ORGANIZATIONS IN UZBEKISTAN

感情知能が再生可能エネルギー企業の従業員定着とパフォーマンスに与える影響：ウズベキスタンの太陽光発電企業を事例として (AI 翻訳)

Sevara Umarjonova

Zenodoデータセット2026-07-21#再生可能エネルギー経営インパクト: コスト削減対象セクター: renewable
DOI: 10.5281/zenodo.21470142
原典: https://zenodo.org/records/21470142
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🤖 gxceed AI 要約

日本語

ウズベキスタンの太陽光発電企業を対象に、感情知能（EI）が従業員の定着と業績に与える影響を調査。高いEIが離職率低下と業績向上に寄与することを示し、再生可能エネルギー業界における人材マネジメントの重要性を強調。

English

This study examines the impact of emotional intelligence (EI) on employee retention and performance in solar energy companies in Uzbekistan. It finds that higher EI correlates with lower turnover and better performance, highlighting the importance of HR management in scaling renewable energy.

Unofficial AI-generated summary based on the public title and abstract. Not an official translation.

📝 gxceed 編集解説 — Why this matters

日本のGX文脈において

日本でも再生可能エネルギー企業の人材確保は課題であり、本調査の知見は人材育成戦略に応用可能。ただし、ウズベキスタン固有の文化的背景に留意が必要。

In the global GX context

While focused on Uzbekistan, this paper addresses a universal challenge in the renewable energy sector: workforce retention. It offers insights for global renewable energy firms facing talent shortages, though cultural context matters.

👥 読者別の含意

🔬研究者:Provides empirical evidence on EI's role in renewable energy HR, extending organizational behavior research to an emerging-market clean energy context.

🏢実務担当者:Solar energy companies can use EI assessments to improve employee retention and performance, reducing hiring and training costs.

🏛政策担当者:Suggests that workforce development programs should incorporate soft skills like EI to support renewable energy sector growth.

📄 Abstract（原文）

It has become clear that the most important asset in today's organizations is not technology‚ capital or infrastructure but people․ Organizations will have to invest lavishly in retention and motivation of employees․ This is especially so in fast-moving and intellectual capital-driven industries such as the renewable energy sector․ There are solar companies in other emerging markets such as Uzbekistan that are growing quickly and face their own human resource challenges and opportunities․ There is a shortage of highly skilled‚ motivated‚ flexible human resources in the renewable energy workforce․ The workforce generally has a high rate of turnover‚ low levels of employee engagement‚ and poor performance‚ though this is rarely solely due to financial issues․ Instead‚ it is a mixture of a range of work factors including interpersonal relationships‚ leadership style‚ stress‚ and emotional and physical wellbeing․

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gxceed は公開メタデータに基づく研究支援データセットです。要約・翻訳・解説は AI 支援で生成されています。 最終的な解釈・検証は利用者が原典資料に基づいて行うことを前提とします。