When feeling poorly at work does not mean acting poorly at work: The moderating role of work-related emotional intelligence

Krishnakumar, Sukumarakurup; Hopkins, Kay; Robinson, Michael D.

doi:10.1007/s11031-016-9588-0

Cited by 20 publications

(30 citation statements)

References 74 publications

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“…Accordingly, we averaged across the 80 consensus‐based scores for each participant to quantify the participant’s W‐EI level, as assessed by the NEAT, with military norm scoring. Descriptive statistics for this measure ( M = 0.3426; SD =0.0525; α = 0.88) were comparable to prior studies (e.g., Krishnakumar et al, ).…”

Section: Methodssupporting

confidence: 79%

“…The NEAT applies the SJT methodology to the domain of emotion (Lievens & Chan, 2010) using the somewhat consensual idea that EI encompasses skills related to perceiving emotions, understanding them, and responding to emotional situations in intelligent ways (Joseph & Newman, 2010). The NEAT converges with other ability EI measures, such as the STEU and the STEM (MacCann & Roberts, 2008), but is unique in its exclusive focus on work-related situations and potential ways of responding to them (Krishnakumar et al, 2017(Krishnakumar et al, , 2016. The NEAT has been shown to predict several work outcomes in nonmilitary samples (Krishnakumar et al, 2016).…”

Section: W-ei Assessmentmentioning

confidence: 99%

“…This is certainly the case in the military, given that so many of the duties that are accomplished require one to work closely with others (Driskell & Olmstead, ). Research suggests that employees with higher W‐EI levels are less emotionally impulsive (Krishnakumar et al, ) and that they respond to relationship challenges in more constructive and cooperative ways (Krishnakumar et al, ). Owing to these elements of emotional maturity, we would expect people with higher W‐EI levels to maintain better working relationships with others, which would facilitate job performance in cases in which some degree of collaboration is required.…”

Section: Introductionmentioning

confidence: 99%

“…These rating tasks overlap with other ability EI measures (e.g., MacCann & Roberts, 2008), but in the exclusive context of work-related events and scenarios. For this reason, the NEAT can be considered a measure of work-related EI or work-related emotional intelligence (W-EI) (Krishnakumar, Hopkins, & Robinson, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Affective and effective: Military job performance as a function of work‐related emotional intelligence

Krishnakumar

Perera

Persich

et al. 2019

Int J Selection Assessment

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The military is a highly stressful career that requires one to work closely with others. These features of the military render it plausible that skills related to emotional perception and management—or emotional intelligence—would tend to benefit performance within this setting. Hypotheses of this type were examined in a panel study that presented 152 active duty military personnel with a new scenario‐based measure that specifically focused on emotional occurrences within the workplace. As hypothesized, work‐related emotional intelligence (W‐EI) positively predicted task performance, discipline, organizational citizenship, and employees with higher W‐EI levels received a greater number of performance commendations. Additionally, these relationships tended to remain significant in discriminant multiple regressions. Altogether, the results provide important evidence for the benefits of W‐EI within an occupational context that requires a high degree of coordination as well as stress management.

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Section: Methodssupporting

confidence: 79%

Section: W-ei Assessmentmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Affective and effective: Military job performance as a function of work‐related emotional intelligence

Krishnakumar

Perera

Persich

et al. 2019

Int J Selection Assessment

Self Cite

View full text Add to dashboard Cite

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“…Employees with higher NEAT scores report lesser job stress, greater job satisfaction, and better job performance (Krishnakumar et al, 2016). Furthermore, there is a fairly pronounced inverse relationship between W-EI and antisocial workplace behaviors, including abuse, sabotage, and theft (Krishnakumar, Hopkins, & Robinson, 2017). For example, individuals with higher levels of work-related EI (W-EI) report being particularly satisfied with interpersonal features of their jobs (e.g., their supervisor and coworkers) relative to features of the job that are not interpersonal, such as salary and benefits (Krishnakumar et al, 2016).…”

Section: Introductionmentioning

confidence: 99%

On being nice and effective: Work‐related emotional intelligence and its role in conflict resolution and interpersonal problem‐solving

Krishnakumar

Perera

Hopkins

et al. 2019

Conflict Resolution Qtrly

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People are thought to differ in their abilities to perceive, understand, and manage emotions, a construct termed emotional intelligence (EI). North Dakota emotional abilities test (NEAT), a test of EI based on the situation judgment test method, assesses EI applied to work settings. Three surveybased studies examined and found that NEAT scores correlated positively with constructive motivations and behavioral intentions (Study 1; n = 94), conflict handling strategies favoring mutual interests (Study 2; n = 92), and helpful workplace behaviors, particularly under stressful conditions (Study 3; n = 90). These findings could possess particular value in domains such as conflict resolution and mediation.

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They were uncivil, and now I am too: A dual process model exploring relations between customer incivility and instigated incivility

et al. 2023

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Incivility from customers is a common occurrence for employees working in service‐oriented organizations. Typically, such incivility engenders instigated mistreatment, both towards customers and colleagues. Not much is understood, however, about the mechanisms underlying the relations between customer incivility and instigated incivility. Answering recent calls from incivility scholars, the present research, drawing from Self‐Regulatory Resource Theory and Stressor‐Emotion models of workplace behaviour, explored cognitive (i.e., self‐regulatory resource depletion) and affective (i.e., negative affect) pathways that would explain relations between customer incivility and instigated incivility towards others. Through two multi‐wave studies with different time lags (N1 = 180, weekly lags; N2 = 192, within‐week lags) and different operationalizations of the instigated incivility construct (i.e., broad [unidimensional] and narrow [multidimensional]), we find consistent support for the mediating effects of the affective pathway. While our first study finds that customer incivility is linked to broad instigated incivility through negative affect, our second study finds that customer incivility is linked to, more specifically, gossip, exclusionary behaviour, and hostility through negative affect. In both studies, however, no support was found for the mediating effects of the cognitive pathway. Implications for both research and practice are discussed, and future research directions are offered.

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When feeling poorly at work does not mean acting poorly at work: The moderating role of work-related emotional intelligence

Cited by 20 publications

References 74 publications

Affective and effective: Military job performance as a function of work‐related emotional intelligence

Affective and effective: Military job performance as a function of work‐related emotional intelligence

On being nice and effective: Work‐related emotional intelligence and its role in conflict resolution and interpersonal problem‐solving

They were uncivil, and now I am too: A dual process model exploring relations between customer incivility and instigated incivility

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