Combining Associations Between Emotional Intelligence, Work Motivation, and Organizational Justice With Counterproductive Work Behavior: A Profile Analysis via Multidimensional Scaling (PAMS) Approach

Abstract

The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, and a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model.

How Emotional Intelligence Moderate the Relation between Perceived Justice and Counterproductive Behaviours?

“…This results can be understood for high emotional intelligence people as they are more able to understand and control their emotions and, at the same time, they have the ability to regulate their emotions and to express them effectively (Al-Ghazo et al, 2019), which means they can find way to relieve their negative feelings caused by the perceived law levels of justice and hence their likelihood of being involved in CWB decrease (Ouyang, et al, 2015;Fabio & Palazzeschi, 2012;Miao, et al, 2017). This result contradicts with previous research by (Tziner et al, 2020), where they categorised people according to EI score to high or low and categorised perceived justice to high and low level of justice. They found that high emotional intelligence people were more involved in deviant behaviour than low EI people even with low level of injustice.…”

“…It measures the three dimensions of justice (IJ / ProJ/ DJ). However, only the total score of PJ will be used in analysis as previous research indicated that it is the overall perception of justice that affects the deviant employees (Chernyak-Hai and Tziner, 2014;Tziner et al, 2020). Emotional Intelligence was measured using (Law et al, 2004) Emotional Intelligence scale.…”

Does personality affect the individual's perceptions of organizational justice? The mediating role of organizational politics

“…Thus, the POJ can be defined as “the degree to which individuals believe the outcomes they receive and the way they are treated within organizations are fair, equitable, and in line with expected moral and ethical standards” (Cropanzano et al , 2007). Previous research has shown that the POJ has many organizational consequences such as organizational citizenship behavior (Donglong et al , 2020), lesser turnover intentions (Harris et al , 2020; Kang and Sung, 2019), organizational commitment (Lambert et al , 2020; Pimentel et al , 2020), job performance (De Clercq et al , 2020; Arab and Atan, 2018), job satisfaction (Lambert et al , 2020; Arab and Atan, 2018), counterproductive behavior (Tziner et al , 2020; Cohen and Diamant, 2019). Hence, it is essential to study the antecedents that affect the POJ.…”

Impact of Management Control Systems on Sustainability of Agricultural Small and Medium Firms: Mediating Role of Corporate Social Responsibility (CSR) Practices

“…Indirectly, self-control has been investigated in the organizational field as a part of higher-order characteristics like conscientiousness. Here we can define conscientiousness as a dutiful, determined, orderly, purposeful, well-disciplined, punctual, highly reliable, and responsible character (Chan et al, 2012), and it is negatively related to counterproductive work behaviour (Tziner et al, 2020), whereas this characteristic is positively related to job performance (Gnanaweera & Kunori, 2018). We can further elaborate on the lower-order personality traits, where self-control can be conceptualized as being a lower-order personality trait or aspect of conscientiousness.…”