I concluded from previous exploratory research that there is currently no company in Hungary that has not heard of knowledge management. In fact, many are able to isolate tacit and explicit knowledge, while consciously seeking to share only the latter. Answers to questions regarding objections to sharing tacit knowledge are that there is no time for it, not enough money for it, or the classic "the employees are all just gossip, if there are more of them" response. There are a wide range of barriers to knowledge transfer in the literature as explanations as to why the transfer of tacit knowledge is not encouraged, in addition to "our organisation is not ready for knowledge sharing". However, what is overlooked is that one of the conditions for success during knowledge sharing is a human factor: staff attitude. After all, the sharing of tacit knowledge is voluntary in most cases and thus stems from the intrinsic motivation of participants. The organisation is able to influence employees to have a positive attitude about knowledge transfer and motivate them to satisfy higher order needs. If an organisation intends to increase employee satisfaction, they can promote cooperation and team tasks and communicate a clear vision, that is, emotional intelligence. In this paper, I deal only with the latter in detail. What kind of individual and group capabilities should companies have to build their competitive advantage based on the knowledge of individuals? What is more, I wish to project that companies need to operate more successfully. How can company's employees' satisfaction, positive attitude, and work efficiency be increased for better performance. How can emotional intelligence be improved for more success? To answer these questions, I intend to examine the emotional competences of companies in North Transdanubia with empiric, quantitative and qualitative methods, a basket of typical competences that are characteristic of emotionally intelligent companies, and its effect on a company's knowledge transfer processes. I intend to prove the relationship of factors involved in the design of corporate emotional intelligence by investigating hypotheses and then placing the established model within the known family of emotional intelligence models. Finally, I will also investigate the knowledge transfer processes of emotionally intelligent companies.