Deviant Workplace Behavior as Emotional Action: Discriminant and Interactive Roles for Work-Related Emotional Intelligence

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2019-09-13 DOI:10.1080/08959285.2019.1664548

Michael D. Robinson, Michelle R. Persich, C. Stawicki, Sukumarakurup Krishnakumar

引用次数: 18

Abstract

ABSTRACT Employees are thought to engage in deviant workplace behaviors (e.g., sabotage, theft) when they are stressed, frustrated, or angry. Given the emotional nature of these actions, individual differences in work-related emotional intelligence (W-EI) should, potentially, be consequential. Three studies (ns = 91, 198, & 147) examined this possibility by assessing variations in emotion perception and management skills with an ability measure specifically designed for the workplace context. Employees who received higher W-EI scores were less prone to both interpersonal deviance and organizational deviance and these relationships displayed discriminant validity as well as meaningful interactive effects with organizational stressors. The investigation extends our understanding of workplace deviance in a way that highlights an important role for work-related variations in emotional intelligence.

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异常工作场所行为作为情绪行为:工作相关情绪智力的判别和交互作用

摘要：当员工感到压力、沮丧或愤怒时，他们会从事异常的工作行为（如蓄意破坏、盗窃）。考虑到这些行为的情感性质，与工作相关的情商（W-EI）的个体差异可能是间接的。三项研究（ns=91198和147）通过评估情绪感知和管理技能的变化，用专门针对工作场所环境设计的能力测量来检验这种可能性。W-EI得分较高的员工不太容易出现人际偏差和组织偏差，这些关系表现出判别有效性以及与组织压力源的有意义的交互作用。这项调查扩展了我们对工作场所偏差的理解，突出了与工作相关的情商变化的重要作用。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.