The effects of emotional intelligence on counterproductive work behaviors and organizational citizen behaviors among food and beverage employees in a deluxe hotel

2012 ◽  
Vol 31 (2) ◽  
pp. 369-378 ◽  
Author(s):  
Hyo Sun Jung ◽  
Hye Hyun Yoon
Keyword(s):  
Emotional Intelligence ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Food And Beverage ◽  
Deluxe Hotel

The moderating effect of emotional intelligence on the relationship between supervisor conflict and employees’ counterproductive work behaviors

2019 ◽  
Vol 30 (2) ◽  
pp. 227-245 ◽  
Author(s):  
Jie Ma ◽  
Cong Liu
Keyword(s):  
Emotional Intelligence ◽  
Longitudinal Design ◽  
Self Report ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Design Study ◽  
Content Type ◽  
Emotional Appraisal ◽  
Time Lagged ◽  
The Relationship

PurposeResearch concludes that supervisor conflict is a primary antecedent of employee counterproductive work behaviors (CWBs). However, previous studies mainly focused on direct supervisor conflict, with indirect supervisor conflict understudied. To fill the research gap, the purpose of this study is to investigate the relationship between indirect supervisor conflict and employee CWBs and the buffering effect of emotional intelligence on indirect supervisor conflict–CWB relationships in two studies.Design/methodology/approachThe study used time-lagged design (Study 1) and longitudinal design (Study 2) with multisource data to test the theoretical model presented in this study.FindingsThe positive relationship between indirect supervisor conflict and CWBs were consistently supported with self-report CWBs but not with coworker-report CWBs. SEA and OEA were found to buffer the indirect supervisor conflict–CWB relationships with both self-report and coworker-report CWBs.Originality/valueThe study suggests that while covert and implicit, indirect supervisor conflict could drive employees to engage in CWBs that impose a threat to organization and its members. The emotional-appraisal aspect of emotional intelligence (i.e. SEA and OEA) could help employees to better cope with indirect supervisor conflict and mitigate employees’ engagement in CWBs.

scholarly journals Transforming the Emotional Intelligence of the Feeders in Agribusinesses into the Development of Task Performance and Counterproductive Work Behaviors during the COVID-19 Pandemic

Animals ◽  
2021 ◽  
Vol 11 (11) ◽  
pp. 3124
Author(s):  
Stanley Y. B. Huang ◽  
Ming-Way Li ◽  
Yue-Shi Lee
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Work Engagement ◽  
Multilevel Model ◽  
Counterproductive Work Behavior ◽  
Livestock Production ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Implementation Method

The present research poses a novel multilevel model to describe how transformational leadership can significantly affect task performance and counterproductive work behavior through intermediary effects of emotional intelligence, work engagement, and work burnout. The empirical data is from 240 livestock feeders from 80 Taiwanese livestock production agribusinesses. The empirical results demonstrate that leadership could indeed transform the emotional intelligence of livestock feeders into positive task performance and negative counterproductive work behavior. The research results can provide an implementation method for livestock production agribusinesses to achieve the sustainable work of feeders in agribusinesses through handling task performance and counterproductive work behavior of feeders.

scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

The study aims to analyze if grit brings incremental validity in the prediction of job performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors), in addition to some classical predictors such as emotional intelligence and some personality factors (conscientiousness and agreeableness). The sample consists of 170 employees from various fields of activity. Regression analysis has shown that grit has no incremental validity to personality and emotional intelligence in predicting any of the work performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors). The study therefore brings to the academic literature one more proof for the fact that it is difficult to consider grit an independent, self-constructed concept.

scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

The study aims to analyze if grit brings incremental validity in the prediction of job performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors), in addition to some classical predictors such as emotional intelligence and some personality factors (conscientiousness and agreeableness). The sample consists of 170 employees from various fields of activity. Regression analysis has shown that grit has no incremental validity to personality and emotional intelligence in predicting any of the work performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors). The study therefore brings to the academic literature one more proof for the fact that it is difficult to consider grit an independent, self-constructed concept.

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