Type A/B personality, work–family, and family–work conflict: The moderating effects of emotional intelligence

Abstract

Many employees experience work-family conflict (WFC) and family-work conflict (FWC), multidimensional states of resource depletion. In this paper, we conceptualize Type A and B personality as resource depletion and resource gain scenarios that have implications for perceptions of WFC and FWC. We draw on conservation of resources (COR) theory to examine the resource loss and gain resulting respectively from Type A and B personality and the resource-generating role of ability-based emotional intelligence (EI) on multiple dimensions of WFC and FWC. Utilizing a sample of 305 managers for 15 ICT organizations in India, we uncover a fine-grained pattern of results indicating that Type A personality represents resource loss while Type B personality represents resource gain in the context of time, strain and behavior based WFC and FWC. We also found that ability-based EI performed restorative and additive resource functions as a moderator in the context of these relationships. The key outcome of the study is that ability-based EI performs an important role in the context of different types of WFC and FWC because it generates resources to address these conflicts.

The relationship between teachers’ emotional intelligence and reflective teaching: The case of EFL experienced teachers

“…For the first time in 1994, Mayer proposed the concept 'emotional intelligence' as the ability to recognize and regulate emotions in one and others (Goleman, 1995) suggested that although cognitive intelligence may provide some individuals with entry into a particular setting, emotional intelligence may serve a vital role in determining how successful they will be after entering the setting. Furthermore, Goleman (1995) in his book Emotional Intelligence divided it into emotional self-awareness (such as separating feelings from actions), managing emotions (such as controlling anger), realizing others' emotions (such as taking the perspective of others; Garavan et al,2022), and handling relationships (such as solving relation problems). Individuals would improve their emotional intelligence because of its influence on strengthening their ability to monitor themselves and their abilities, so they conduct them in a way to make benefits them (Goleman, 1995).…”

Review of work–life interface: a systematic literature analysis

“…In the past three decades significant research has been conducted to understand the concept of WFC (Garavan et al, 2021) because of its deeper impact on employees, their families and organizations (Baral and Sampath, 2019). Greenhaus and Beutell (1985) defined WFC as "a type of inter role -conflict in which role demands from one domain (work or family) is incompatible with role demands from another domain" which is further classified into three categories:…”

Konflik Interpersonal dan Iklim Organisasi terhadap Komitmen Afektif Organisasi Karyawan

“…Konflik interpersonal di tempat kerja adalah salah satu sumber yang berhubungan dengan pekerjaan yang paling menonjol dari stres bagi karyawan [7]. Mengingat bahwa sebagian besar pekerjaan membutuhkan beberapa tingkat interaksi dengan orang lain, konflik interpersonal dianggap baik karakteristik yang tak terelakkan [8]. Konflik interpersonal di tempat kerja umumnya mengacu pada perbedaan pendapat di antara individu-individu sebagai akibat dari oposisi yang dirasakan tentang kepentingan atau tujuan masing-masing [9].…”

“…Hubungan positif yang signifikan juga telah ditemukan antara konflik interpersonal di tempat kerja dan perilaku kerja kontraproduktif, termasuk sabotase, agresi, permusuhan dan pencurian, serta ketidakhadiran [12]. Dalam hal kesehatan individu dan kesejahteraan, pengalaman konflik interpersonal adalah terkait dengan depresi [11], kecemasan dan frustrasi [13], kesehatan mental umum [8], dan kelelahan [14].…”

“…Konflik interpersonal di tempat kerja paling sering dihubungkan dengan perilaku kerja kontraproduktif, termasuk sabotase, agresi, permusuhan dan pencurian, serta ketidakhadiran [20]. Dalam hal kesehatan dan kesejahteraan individu, pengalaman konflik interpersonal terkait dengan depresi [11], kecemasan dan frustasi [13], kesehatan mental [8], dan kelelahan [14]. Selain itu berdasarkan jenis kelaminnya, laki-laki lebih bagus pengelolaan konfliknya daripada perempuan, sehingga ketika terjadi konflik laki-laki cenderung menyembunyikan konfliknya daripada wanita.…”