Emotional intelligence and dispositional affectivity as moderators of workplace aggression : the impact on begavior choice
By: QUEBBEMAN, Amanda J
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Contributor(s): ROZELL, Elizabeth J.
Material type: 
ArticlePublisher: 2002Subject(s): Inteligência Emocional | Relações de Trabalho | Administração de EmpresasHuman Resource Management Review 12, 1, p. 125-143Abstract: This paper presents a model of emotional intelligence and dispositional affectivity as moderators of workplace aggression. Particular attention is devoted to the mediating processes through which workers make behavioral choices resulting from perceived injustices primarily using the interpersonal and intrapersonal skills of "emotional intelligence" and dispositional affectivity. The model explores the five compontents of emotional intelligence, which include self-awareness, self regulation, motivation, empathy, and social skills. Building on the works of Goleman [Goleman, D. (1995). Emotional intelligence. New York: Battam Books; Golleman, D. (1998). Working with emotional intelligence. New York: Bantam Books] and others, the model examines the individual's degree of emotional intelligence and the impact that these skills may have on the type of behavior exhibited after the perception of injustice. The model also examines the impact that dispositional affectivity has on behavioral choises as well. It is proposed that the specific behavior choise can result in adaptive constructive behavior or maladaptive behavior, such as workplace aggression. We include research propositions and discuss managerial implications as well as recommentations for training, selection practices, counceling, and attributional training
| Item type | Current location | Collection | Call number | Status | Date due | Barcode |
|---|---|---|---|---|---|---|
| Periódico | Biblioteca Graciliano Ramos | Periódico | Not for loan |
This paper presents a model of emotional intelligence and dispositional affectivity as moderators of workplace aggression. Particular attention is devoted to the mediating processes through which workers make behavioral choices resulting from perceived injustices primarily using the interpersonal and intrapersonal skills of "emotional intelligence" and dispositional affectivity. The model explores the five compontents of emotional intelligence, which include self-awareness, self regulation, motivation, empathy, and social skills. Building on the works of Goleman [Goleman, D. (1995). Emotional intelligence. New York: Battam Books; Golleman, D. (1998). Working with emotional intelligence. New York: Bantam Books] and others, the model examines the individual's degree of emotional intelligence and the impact that these skills may have on the type of behavior exhibited after the perception of injustice. The model also examines the impact that dispositional affectivity has on behavioral choises as well. It is proposed that the specific behavior choise can result in adaptive constructive behavior or maladaptive behavior, such as workplace aggression. We include research propositions and discuss managerial implications as well as recommentations for training, selection practices, counceling, and attributional training
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