On being nice and effective: Work‐related emotional intelligence and its role in conflict resolution and interpersonal problem‐solving

Abstract

People are thought to differ in their abilities to perceive, understand, and manage emotions, a construct termed emotional intelligence (EI). North Dakota emotional abilities test (NEAT), a test of EI based on the situation judgment test method, assesses EI applied to work settings. Three surveybased studies examined and found that NEAT scores correlated positively with constructive motivations and behavioral intentions (Study 1; n = 94), conflict handling strategies favoring mutual interests (Study 2; n = 92), and helpful workplace behaviors, particularly under stressful conditions (Study 3; n = 90). These findings could possess particular value in domains such as conflict resolution and mediation.

Affective and effective: Military job performance as a function of work‐related emotional intelligence

“…This idea is consistent with several studies showing that the management branch of the MSCEIT tends to predict closer, higher‐quality friendships (e.g., Lopes et al, ). It is also consistent with data showing that people with high W‐EI levels are more inclined to respond to provocative events in ways that preserve and strengthen relationships (Krishnakumar et al, ). When quality relationships of this type have been established, they tend to support higher levels of helping and reciprocal altruism (Organ, ).…”

“…This is certainly the case with respect to the W-EI measure because it requires respondents to put themselves into the situations of a number of protagonists in order to predict their feelings (Krishnakumar et al, 2016). Doing well on the test therefore requires empathy, which, in turn, has been linked to altruism as well as prosocial behavior in a number of literatures (Batson & Shaw, 1991;Halberstadt, Denham, & Dunsmore, 2001;Krishnakumar et al, 2018). Accordingly, we would generally expect a positive relationship between W-EI levels and organizational citizenship.…”

“…These relationships were significant for all forms of CWB and they were particularly pronounced among employees who experienced high levels of job negative affect, a pattern of findings that makes sense (Spector, ). Finally, some preliminary data suggest that employees with higher W‐EI levels are more likely to respond to stressors or provocations in constructive ways (Krishnakumar, Perera, Hopkins, & Robinson, ). In sum, there are both theoretical and empirical precedents for thinking that employees with higher W‐EI levels are likely to be better employees.…”

“…This is certainly the case in the military, given that so many of the duties that are accomplished require one to work closely with others (Driskell & Olmstead, ). Research suggests that employees with higher W‐EI levels are less emotionally impulsive (Krishnakumar et al, ) and that they respond to relationship challenges in more constructive and cooperative ways (Krishnakumar et al, ). Owing to these elements of emotional maturity, we would expect people with higher W‐EI levels to maintain better working relationships with others, which would facilitate job performance in cases in which some degree of collaboration is required.…”

“…Finally, some preliminary data suggest that employees with higher W-EI levels are more likely to respond to stressors or provocations in constructive ways (Krishnakumar, Perera, Hopkins, & Robinson, 2018). In sum, there are both theoretical and empirical precedents for thinking that employees with higher W-EI levels are likely to be better employees.…”