The dark triad and organizational citizenship behavior in health care: The moderating role of positive emotions

AL‐Abrrow, Hadi; Thajil, Krar Muhsin; Abdullah, Hasan Oudah; Abbas, Sammar

doi:10.1002/joe.22010

Cited by 18 publications

(17 citation statements)

References 63 publications

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“…Hence, mindfulness practices can be implemented in the workplace. Second, considering the emotional intelligence quotient of prospects while recruiting will provide recruiters with information on the desired level of the emotional intelligence training program, making these human resources the organization's emotional capital (optimism, self‐efficacy, aspirations, organization citizenship behaviors, and determination) and assisting them to gain a competitive advantage in today's uncertain work environment (AL‐Abrrow et al., 2020; de Haro et al., 2018). Douglas (2020) proposed that employee resilience‐building programs mitigate negative outcomes from workplace adversity, thereby improving overall organizational performance.…”

Section: Discussionmentioning

confidence: 99%

Emotional intelligence and career success: Does resilience matter?

Sharma

Tiwari

2023

Glob Bus Org Exc

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Achieving success in one's career has numerous positive consequences for individuals as well as for organizations. This study examines the influence of emotional intelligence measures on career success. Also, using the broaden and build theory, we propose employee resilience as an underlying mechanism connecting emotional intelligence measures and career success. Data were collected from employees working in different IT organizations in India's northern region. Confirmatory factor analysis followed by path analysis using the maximum likelihood estimation (MLE) method in AMOS was performed. Results found that all the emotional intelligence measures directly affect career success and employee resilience. For instance, the adaptability dimension had the most significant direct impact on career success, whereas the interpersonal dimension emerged as the leading predictor of resilience among all five emotional intelligence dimensions. In addition, employee resilience was identified as a partial mediator between all emotional intelligence measures and career success. The present study offers some insightful theoretical and practical implications.

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Section: Discussionmentioning

confidence: 99%

Emotional intelligence and career success: Does resilience matter?

Sharma

Tiwari

2023

Glob Bus Org Exc

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“…These resources are in the form of personality components, characteristics, conditions, or energy (Labrague et al., 2017). Perceived organizational politics refers to the process of social influence exerted by an individual that contributes to the promotion and protection of self‐interest (AL‐Abrrow et al., 2020). Resource conservation theory explains stress caused by abusive supervision as an attempt to create an environment abound by feeling of the loss of those resources, or the actual lack of the resources (Hobfoll, 1989).…”

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Abdullah

AL‐Abrrow

2022

Glob Bus Org Exc

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Behavior at the workplace is one of the most important factors that distinguishes one organization from another. The current study attempts to test two pathways through which positive and negative behavior at the workplace can be predicted. The positive path leading to positive behavior (i.e., task performance, organizational citizenship behavior [OCB]) is shaped by positive perceptions (i.e., perceived organizational justice, perceived organizational support, perceived organizational identity) and positive attitudes (i.e., organizational commitment, work engagement), while the negative path leading to negative behavior (i.e., counterproductive work behavior [CWB], turnover intentions) is shaped by negative perceptions (i.e., perceived organizational politics, perceived abusive supervision, perceived overqualification) and negative attitudes (i.e., job stress, job burnout). Data were collected from 1344 individuals working in various companies in the public sector (e.g., industrial, service, health, education) in Iraq.To achieve the purpose of the study, 16 hypotheses were tested. The results of the study supported positive and negative pathways of perceptions, attitudes, and behavior. The results also indicated that positive perceptions and attitudes are good predictors of negative behavior, while negative perceptions and attitudes also predict positive behavior. This indicates that obtaining the best results of behavior in the workplace should be through strengthening the package of positive variables and reducing the package of negative variables. Based on the results, the study discussed a number of theoretical and practical implications and offered a set of recommendations.

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“…The definition fits the abilities model and relates emotional intelligence to competence and aptitude. According to AL-Abrrow et al (2020), emotional intelligence comprises four related sub-components, that is (1) the ability to detect emotions in oneself or others, (2) the skill to utilize emotions to one's advantage, (3) the ability to make sense of feelings and desires, and (4) the power to control emotions. In contrast, mixed models, as represented by Goleman (1998) and Petrides and Furnham (2006), characterize emotional intelligence as an assemblage of emotional qualities based on natural personality characteristics such as drive, decisiveness, versatility, flexibility, competence, and friendliness.…”

Section: Emotional Intelligence and Continuance Organizational Commit...mentioning

confidence: 99%

Continuance in organizational commitment: The role of emotional intelligence, work‐life balance support, and work‐related stress

2022

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The study uses the job demands‐resources (JD‐R) theory to examine the effects of work‐related stress, life‐work balance support, and emotional intelligence on the organizational continuance commitment of workers in under‐resourced organizations. Quantitative cross‐sectional survey data were collected from 212 workers at selected independently owned schools in western Zimbabwe. Correlation and multiple‐regression analyses techniques were used to analyze the data. Positive significant relationships were found between all three independent variables (work‐related stress, work‐life balance support and emotional intelligence) and organizational continuance commitment. Hayes’ PROCESS analyses results demonstrated that emotional intelligence significantly moderated the effect of work‐related stress on organizational continuance commitment, and that of work‐life balance support and organizational continuance commitment. The results highlight the importance of factors including work‐related stress, work‐life balance support, and emotional intelligence in efforts to help inadequately resourced entities retain employees.

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The dark triad and organizational citizenship behavior in health care: The moderating role of positive emotions

Cited by 18 publications

References 63 publications

Emotional intelligence and career success: Does resilience matter?

Emotional intelligence and career success: Does resilience matter?

Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Continuance in organizational commitment: The role of emotional intelligence, work‐life balance support, and work‐related stress

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