Purpose

This paper aims to examine how interpersonal conflict at work might enhance employees’ propensity to engage in counterproductive work behavior (CWB), as well as how this relationship might be attenuated by emotional intelligence. It also considers how the attenuating role of emotional intelligence might depend on employees’ gender.

Design/methodology/approach

Survey data were collected from 193 employees working in different organizations in Pakistan.

Findings

Interpersonal conflict relates positively to CWB, but this relationship is weaker at higher levels of emotional intelligence. The negative buffering role of emotional intelligence is particularly strong among women as compared to men.

Practical implications

Given that individuals high in emotional intelligence are better at regulating their negative emotions, emotional intelligence training may be a powerful tool for reducing the hostility elicited among organizational members in response to interpersonal conflict and, consequently, their engagement in CWB.

Originality/value

This study uncovered the emotional mechanism that underlies the interpersonal conflict–CWB relationship by gender and makes suggestions to managers on minimizing the harmful effects of interpersonal conflict.

中文翻译：

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人际冲突和适得其反的工作行为：情商和性别的调节作用

目的

本文旨在研究工作中的人际冲突如何增强员工从事适得其反的工作行为（CWB）的倾向，以及这种关系如何被情商削弱。它还考虑了情绪智力的减弱作用如何取决于员工的性别。

设计/方法/方法

调查数据是从在巴基斯坦不同组织工作的193名员工收集的。

发现

人际冲突与CWB呈正相关，但在较高的情商水平下，这种关系较弱。与男性相比，女性中情商的负面缓冲作用尤为明显。

实际影响

鉴于情绪智力高的人更擅长于调节自己的负面情绪，情绪智力培训可能是一种有效的工具，可以减少组织成员之间因人际冲突而引起的敌对情绪，从而减少他们对CWB的参与。

创意/价值

这项研究揭示了基于性别的人际冲突与CWB关系背后的情感机制，并就最小化人际冲突的有害影响向管理者提出了建议。