scholarly journals Investigating moderating role of emotional intelligence among counterproductive work behavior, work interference and negative emotions in development sector of Pakistan

2021 ◽  
pp. 1093-1100 ◽  
Author(s):  
Muhammad Sarmad ◽  
Abdul Qayyum ◽  
Muhammad Qaiser Shafi ◽  
Sajjad Hussain ◽  
Sana ur Rehman
Keyword(s):  
Emotional Intelligence ◽  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Time Lags ◽  
Cross Sectional ◽  
Non Profit ◽  
Predictive Relationship ◽  
Work Interference

This study reveals the worth of Emotional Intelligence (EI) to act as a moderator in undertaking the worst effects of Counterproductive Work Behavior (CWB) influenced by negative emotions and work interference. Contract based employees of the non-profit organizations in development sector of Pakistan were targeted. The responses were obtained in time lags of two weeks to overcome the issues of cross-sectional data and self-serving bias. The 258 fully responded questionnaires by the targeted employees were analyzed in SPSS. The results emphasized that negative emotions and work interference predicts CWB and EI act as a moderator in this relationship. Employees having low EI engaged more in CWB confirming the predictive relationship. It is recommended that the management needs to underline the significance of EI at all levels of the organization for desirable behaviors at workplace. Implications were deliberated to overcome CWB through high and low levels of EI.

scholarly journals The Role of Discrete Negative Emotions in Predicting the Behavior of Misusing Time and Resources in Business Organisations in India

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Savitha ◽  
K.B. Akhilesh
Keyword(s):  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Conditions ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Extant Literature ◽  
Productive Time

Counterproductive work behaviors (CWB) are the deviant behaviors ofemployees that violate the organisational norms, and in turn harm theorganisation or its members. Misuse of time and resources (MTR), a form ofCWB is of increasing concern to business organisations world-wide. Suchbehaviors are mainly aimed at the organisations than the individuals,restricting productive time on the job and inappropriate or unauthorized use oforganisational resources. Extant literature informs that these behaviors arecaused by stressful work conditions mediated by negative emotions. However,the extant literature does not adequately consider multiple discrete emotions tostudy CWB. This study examines the influence of discrete negative emotions onmisuse of time and resources in the context of manufacturing and IT firms inIndia. It contributes to theory by linking individual emotions to the deviantbehaviors relevant to misuse of time and resources. Finally, the managerialimplications derived from the study helps to understand employees’ emotionalstates and their possible consequences.KeywordsMisuse of time and resources; Counterproductive work behavior; Time theft;Time banditry; Withdrawal

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.

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

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

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yasir Mansoor Kundi ◽  
Kamal Badar
Keyword(s):  
Emotional Intelligence ◽  
Interpersonal Conflict ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Content Type ◽  
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.

Impact of Emotional Intelligence on Emotional Labor and Employee’s Job Performance Behavior

2020 ◽  
Vol 9 (4) ◽  
pp. 148-164
Author(s):  
HANNAN AFZAL ◽  
FUWAD BASHIR ◽  
NOSHABA BATOOL
Keyword(s):  
Emotional Intelligence ◽  
Emotional Labor ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Surface Acting ◽  
Cross Sectional ◽  
Deep Acting ◽  
Organization Citizenship Behavior ◽  
Behavior Organization

Based on emotional labor theory, this cross-sectional quantitative study examines the relationship between the emotional intelligence, emotional labor, counterproductive work behavior (CWB) and organization citizenship behavior (OCB). Data collected from 315 hospital employees through questionnaire. Data was analyzed through PLS-SEM. Findings indicated a statistically significance relationship between the emotional intelligence and emotional labor as well as organization citizenship behavior and counterproductive work behavior. The research highlights the importance of emotional intelligence skills for the favorable working outcomes. It is recommended for the organizations to understand how employees engage in emotional labor strategies (deep acting and surface acting) with both clients and organizational members (insiders) in order to avoid CWB and exhibit OCB. Keywords: Emotional Intelligence, Emotional Labor, Deep Acting, Surface Acting, Counterproductive Work Behavior, Organization Citizenship Behavior.

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