Giorgi Gabriele, Perminienė Milda, Montani Francesco, Fiz-Perez Javier, Mucci Nicola, Arcangeli Giulio
Department of Psychology, European University of Rome Rome, Italy.
Department of Philosophy and Psychology, Kaunas Technology University Kaunas, Lithuania.
Front Psychol. 2016 Feb 15;7:60. doi: 10.3389/fpsyg.2016.00060. eCollection 2016.
Emotional intelligence has been linked to various positive outcomes, such as organizational effectiveness, commitment, morale, and health. In addition, longitudinal studies demonstrate that the competencies of emotional intelligence may change and be developed over time. Researchers have argued that work relationships are important for the development of emotional competence, but their usefulness depends on the quality of the relationship. Workplace bullying is considered to be one of the most stressful phenomena in the workplace and an example of a dysfunctional and toxic relationship that has detrimental effects on an individual's physical and psychological health. Hence, the objective of the present study was to analyze the relationship linking workplace bullying, psychological distress and the self-management competence of emotional intelligence. More specifically, we tested part of the model presented by Cherniss and Goleman (2001) in which researchers argued that individual emotional intelligence is a result of relationships at work. In addition, we extended the model by proposing that the relationship between exposure to workplace bullying and the competence of self-management is explained by psychological distress. Data analysis of 326 participants from two private sector organizations in Italy demonstrated that psychological distress fully mediated the relationship between workplace bullying and the emotional intelligence ability of self-management. The present study's findings point to the idea that, not only may emotional intelligence assist in handling exposure to workplace bullying, but exposure to workplace bullying may impede emotional intelligence via psychological distress.
情商与各种积极成果相关联，如组织效能、敬业度、士气和健康状况。此外，纵向研究表明，情商能力可能会随着时间的推移而改变和发展。研究人员认为，工作关系对情商能力的发展很重要，但其效用取决于关系的质量。职场霸凌被认为是职场中压力最大的现象之一，是一种功能失调且有害的关系的例子，会对个人的身心健康产生不利影响。因此，本研究的目的是分析职场霸凌、心理困扰与情商自我管理能力之间的关系。更具体地说，我们测试了切尔尼斯和戈尔曼（2001年）提出的部分模型，研究人员在该模型中认为个人情商是工作中人际关系的结果。此外，我们扩展了该模型，提出心理困扰可以解释遭受职场霸凌与自我管理能力之间的关系。对来自意大利两个私营部门组织的326名参与者进行的数据分析表明，心理困扰完全中介了职场霸凌与自我管理情商能力之间的关系。本研究的结果表明，不仅情商可能有助于应对职场霸凌，而且遭受职场霸凌可能会通过心理困扰阻碍情商的发展。
