Emotional intelligence-counterproductive work behavior relation: Does EI have a "dark side"?

2008 ◽  
Author(s):  
Amanda Poole ◽  
Julie Carswell ◽  
Rhys Lewis ◽  
Deborah Powell ◽  
Bernd Marcus
Keyword(s):  
Emotional Intelligence ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Dark Side

scholarly journals Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aaron Cohen ◽  
Mohammad Abedallah
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Self Evaluation ◽  
Core Self

Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

scholarly journals Peran Kecerdasan Emosi dan Iklim Organisasi terhadap Perilaku Kerja Kontraproduktif

2019 ◽  
Vol 3 (2) ◽  
pp. 123
Author(s):  
Devianita Puspita Wardhani ◽  
IJK Sito Meiyanto
Keyword(s):  
Emotional Intelligence ◽  
Data Collection ◽  
Organizational Climate ◽  
Counterproductive Work Behavior ◽  
Quantitative Approach ◽  
Work Behavior ◽  
Research Subjects ◽  
Counterproductive Behavior ◽  
Regression Techniques

This research aims to determine the role of emotional intelligence and organizational climate in predicting the counterproductive work behavior. This study used a quantitative approach survey. The method of data collection in this research was conducted by distributing scale to the research subjects, with a total of 146 civil servants. The data was analyzed using double regression techniques using SPSS (Statistical Product and Service Solutions) 20.0. The result shows that the emotional intelligence and organizational climate can contribute together to decrease counterproductive behavior that occurs in the workplace (F (2, 143) = 5.266, p<.05, R2 = .069). Limitations and suggestions for further research were also discussed in this study.

Employees Working Behavior under Different Shades of Destructive Leadership

2021 ◽  
Vol 39 (10) ◽  
Author(s):  
Muhammad Kayani ◽  
Imran Ibrahim Alasan ◽  
Waqas Ali ◽  
Shoib Hassan
Keyword(s):  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Dark Side ◽  
Destructive Leadership ◽  
Recruitment Process ◽  
Corporate Leaders ◽  
Counterproductive Behavior ◽  
Confirmatory Factor ◽  
Nursing Professionals ◽  
The Relationship

Still, there is a lack of research on the dark side or destructive leadership. The purpose of this research is to add the literature on the two shades of destructive leadership, that are aversive and exploitative leadership, and their shadow in the form of counterproductive work behavior on the nursing professionals. Using 485 samples collected from the nurses of different hospitals of Pakistan, the model is tested through multiple linear hierarchical regressions, correlation analysis, and confirmatory factor analysis in Smart PLS software. The results reveal that people working under aversive and exploitative leaders are more likely to indulge in counterproductive work behavior. Still, proactive personalities have an essential impact which weakens the relationship between destructive leadership and counterproductive work behavior. Results of this study describe a vital requirement for corporate leaders to strengthen their recruitment process in such a way that people with aversive and exploitative attitudes ought to understand how to treat their subordinates before they enter top roles to discourage their workers from indulging in counterproductive behavior.

scholarly journals Interpersonal conflict and counterproductive work behavior: the moderating roles of emotional intelligence and gender

2021 ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Kamal Badar
Keyword(s):  
Emotional Intelligence ◽  
Design Methodology ◽  
Interpersonal Conflict ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
And Gender ◽  
Emotional Intelligence Training ◽  
Harmful Effects ◽  
Practical Implications

Purpose This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender. Design/methodology/approach Survey data were collected from 193 employees working in different organizations in Pakistan. Findings Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men. Practical implications Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB. Originality/value This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

scholarly journals Does Perceived Organizational Support influence the Employees Emotional labor? Moderating & Mediating role of Emotional Intelligence

2018 ◽  
Vol 6 (4) ◽  
Author(s):  
Zain Riaz ◽  
Ayesha Arif ◽  
Qasim Ali Nisar ◽  
Shahzad Ali ◽  
Muhammad Sajjad Hussain
Keyword(s):  
Emotional Intelligence ◽  
Emotional Labor ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Surface Acting ◽  
Mediating Role ◽  
Relationship Of

The services sector is an emerging sector that needs extensive research that can be helpful in managing employees’ emotions. This study aims to examine the effect of perceived organizational support on emotional labor with the mediating role of emotional intelligence. Questionnaire survey method was adapted and data were collected from 370 employees of telecommunication sector through Simple Random Sampling Technique. Hypotheses were tested and analyzed by AMOS. Results showed that POS positively affects deep Acting but has a negative impact on surface acting. Results enlightened that emotional intelligence significantly mediates the relationship between perceived organizational support and emotional labor. The study also revealed the significant relationship of emotional labor and counterproductive work behavior. Surface acting positively and significantly effect on counterproductive work behavior whereas deep acting influence negatively on counterproductive work behavior. Findings also divulged that the relationship of emotional labor and counterproductive work behavior is significantly moderated by emotional intelligence.

scholarly journals Mengatasi perilaku kerja kontraproduktif melalui peran integratif politik organisasional dan kecerdasan emosional pada era revolusi industri 4.0

2019 ◽  
Vol 14 (2) ◽  
pp. 45-54
Author(s):  
Sunargo Sunargo ◽  
Dwi Hastuti
Keyword(s):  
Emotional Intelligence ◽  
Counterproductive Work Behavior ◽  
Organizational Politics ◽  
Industrial Area ◽  
Work Behavior ◽  
Political Activity ◽  
Hierarchical Regression ◽  
Individual Ability ◽  
Using Data

Counterproductive work behavior is a common phenomenon that is a problem in human resources. Such work behavior can be considered through situational and individual factors. The workplace environment situation that contains political activity and individual ability who have emotional intelligence can determine work behavior. This study examines the influence of perceived organizational politics on counterproductive work behavior and examines the role of moderation on that effect. The test was carried out using data of 200 employee respondents who worked at companies in the Batam industrial area. Results of the study using hierarchical regression analysis show that perceived organizational politics have a positive and significant effect on counterproductive work behavior. Furthermore, emotional intelligence can mitigate counterproductive work behavior caused by organizational political situations. This research provides practical benefits in overcoming the problem of counterproductive work behavior

Sign in / Sign up

Export Citation Format

Share Document