Increasing employee engagement, reducing turnover and keeping employees longer in the organization are topics that organizational psychology has been dealing with for decades. Previous research has shown that the aforementioned depends on the employee's characteristics, but also on the manager's characteristics. Some of them relate to effective recognition and management of emotions, empathy, optimism, self-motivation, self-esteem and others. All of the above characteristics are in some way part of emotional intelligence (EI). These competencies are important for leadership because they help the leader to better manage his own and other people's emotions and thus respond more appropriately to the needs of his subordinates. The effect of EI probably depends on the characteristics of the subordinates themselves, of which organizational tenure is a possible moderator of the relationship between manager's EI and subordinates' attitudes. The aim of this research was to examine whether there is a connection between the employee-rated trait of the manager's emotional intelligence and self-assessments of some employee's attitudes towards work and the organization. Likewise, we wanted to check if these relationships are moderated by employee's tenure in the organization. We collected 223 participants through online channels. The participants assessed EI of their leader and gave self-assessments of their own attitude. The results showed that the employee-rated trait EI of leaders is positively related to employee engagement, their affective organizational commitment and turnover intention. Tenure did not moderate effects of EI. The obtained results indicate the importance of the EI trait in the organizational context and team management. For this reason, employers should invest in education and the development of competencies that will lead to engaged employees who are attached to the organization and intend to make a long-term contribution.