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.

摘要

当员工感到压力，沮丧或生气时，他们会从事异常的工作场所行为（例如，破坏，偷窃）。考虑到这些行为的情感性质，与工作相关的情商（W-EI）的个体差异可能是必然的。三项研究（ñs = 91、198和147）通过评估情感知觉和管理技能的变化，并针对工作场所的情况专门设计了一项能力测评，从而检验了这种可能性。获得较高W-EI分数的员工更不容易出现人际偏差和组织偏差，这些关系显示出可区分的有效性以及与组织压力源的有意义的交互作用。该调查以某种方式扩展了我们对工作场所偏差的理解，从而突出了与工作相关的情绪智力变化的重要作用。