The Relationship Between Ability-Based Emotional Intelligence and Contextual Performance and Counterproductive Work Behaviors: A Test of the Mediating Effects of Job Satisfaction

Greenidge, Dion; Devonish, Dwayne; Alleyne, Philmore

doi:10.1080/08959285.2014.913591

Cited by 68 publications

(105 citation statements)

References 45 publications

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“…At the other end of the employment spectrum, executives high on EI are also more likely to perform altruistic OCB (Antony, 2013;Cichy, Kim, & Cha, 2009;Jain, 2012). Studies using a cross section of employees have found that EI is positively related to OCB and negatively related to CWB (e.g., Greenidge, Devonish, & Alleyne, 2014). Even professionals may engage in CWB, and De Clercq, Bouckenooghe, Raja, and Matsyborska (2014) found that EI was negatively related to organizational deviance (i.e., CWB) and positively related to engagement among a sample of informational technology professionals (see also Akhtar, Boustani, Tsivrikos, & Chamorro-Premuzic, 2015 [c]stream 3 mixed models) will be negatively related to CWB.…”

Section: Ei -Ocb/cwb Relationshipsmentioning

confidence: 99%

Are the emotionally intelligent good citizens or counterproductive? A meta-analysis of emotional intelligence and its relationships with organizational citizenship behavior and counterproductive work behavior

Cai

Humphrey

Qian

2017

Personality and Individual Differences

141

144

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This research project examines whether emotional intelligence (EI) is related to organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). A key question concerns the degree to which EI is related to OCB and CWB after controlling for other established predictors. The study uses meta-analytical summaries of existing research (for EI-OCB, k = 68, N = 16,386; for EI-CWB, k = 17, N = 3,914). It uses meta-analytical controls to obtain the best estimates of effect sizes, incremental validity, and relative importance. This metaanalysis found that EI is positively associated with OCB and negatively related to CWB. When controlling for ability measures of EI, the Big Five personality measures, general self-efficacy, cognitive intelligence, and self-rated performance, both self-report measures of EI and mixed competency measures of EI show incremental validity and relative importance in predicting OCB and CWB. An analysis of self-report EI found that the effects of EI on OCB and CWB are stronger in health care and service industries than in industries where emotional labor demands Emotional Intelligence and OCB/CWB 2 are lower. The results imply that organizations can increase OCB and reduce CWB by recruiting employees high in EI and by training employees in emotional competencies.

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Section: Ei -Ocb/cwb Relationshipsmentioning

confidence: 99%

Are the emotionally intelligent good citizens or counterproductive? A meta-analysis of emotional intelligence and its relationships with organizational citizenship behavior and counterproductive work behavior

Cai

Humphrey

Qian

2017

Personality and Individual Differences

141

144

View full text Add to dashboard Cite

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“…Conceptual framework: Literature is enriched by studies which have tried to ascertain emotional intelligence and its components in relation to trust (Rezvani et al, 2018), team members behaviors, creativity and conflicts (Barczak et al, 2010), leadership (Chang et al, 2012), performance (Sy et al, 2006;Rezvani et al, 2018), Job satisfaction (Greenidge et al, 2014) and Project success (Rezvani et al, 2018). Quoidbach and Hansenne (2009) claimed that emotional intelligence could accelerate team performance and cohesiveness in the nursing profession.…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Impact of Emotional Intelligence on Individual and Project Team Performance in Information Technology Projects Under the Moderating Role of Task Interdependence

Aziz

Ahmed

Aziz

et al. 2019

J. Secur. Stud. Glob. Polit.

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This study explored the impact of emotional intelligence on performance at the individual and team levels in information technology projects. The moderating effect of task interdependence has also been examined amid the relationship of emotional intelligence and individual and project team performances. Data were assembled, by means of questionnaires, from IT firms located in Rawalpindi and Islamabad and the convenient sampling technique was applied for data gathering. Two types of questionnaire were disseminated; first for the project managers and second for the project team members. Out of 260 dispatched questionnaires, workable data was comprised of 200 samples. The conclusion of this research could be put forward as emotional intelligence significantly affects the individual and project team performances and task interdependence positively moderates the relationship of emotional intelligence and performance at team level. This study has numerous theoretical and managerial implications.

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“…ii. Emotional Intelligence and Job Satisfaction: Employees who have affection or emotional regulation processes and strategies (EI) tend to have higher levels of job satisfaction (Bar-On 1997; Greenidge, Devonish, & Alleyne, 2014;Çekmecelioğlu, Günsel, & Ulutaş, 2012;Tagoe, & Quarshie, 2016;Devonish & Devonish, 2016). Employees with higher emotional intelligence (EI) have higher job satisfaction, higher organizational commitment, and lower turnover intentions.…”

Section: Emotional Intelligence and Workplace Effectivenessmentioning

confidence: 99%

Significance of Emotional Intelligence in Occupational Perspective: A Critical Review

Das¹,

Malik²

2019

EJBM

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With the beginning of the fifth industrial revolution, Artificial Intelligence has changed the nature of work where human needs to be more creative, innovative, and relationship oriented. For a sustainable working environment, the value of emotional and social competencies has increased day by day while Emotional Intelligence (EI) has captured as a pinnacle in Human Resource Development literature. The study focused on the significance of Emotional Intelligence from an occupational perspective. The findings reveal why an organization should care about the emotional intelligence of its employees. Since an organization can attain a competitive advantage through the people, hence Emotional intelligence could make a difference from an average performer to high-value performer. In this study, the role of Emotional Intelligence has critically analyzed with the evidence of empirical researches published in peer-reviewed journals. The study underlines the essentials of EI in job performance, job satisfaction, Organization citizenship behavior, leadership effectiveness, Team Management, Work-life balance and Employee wellbeing. From the Human Resource Development perspective, organization should emphasize on developing Emotional Intelligence of its employees to make them productive, satisfied and committed for achieving organization's goals and maintaining better working environment.

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The Relationship Between Ability-Based Emotional Intelligence and Contextual Performance and Counterproductive Work Behaviors: A Test of the Mediating Effects of Job Satisfaction

Cited by 68 publications

References 45 publications

Are the emotionally intelligent good citizens or counterproductive? A meta-analysis of emotional intelligence and its relationships with organizational citizenship behavior and counterproductive work behavior

Are the emotionally intelligent good citizens or counterproductive? A meta-analysis of emotional intelligence and its relationships with organizational citizenship behavior and counterproductive work behavior

Impact of Emotional Intelligence on Individual and Project Team Performance in Information Technology Projects Under the Moderating Role of Task Interdependence

Significance of Emotional Intelligence in Occupational Perspective: A Critical Review

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