Robinson Michael D, Irvin Roberta L, Krishnakumar Sukumarakurup
Psychology Department, North Dakota State University, Fargo, ND, United States.
Henry E. Riggs School of Applied Life Sciences, Keck Graduate Institute of Applied Life Sciences, Claremont, CA, United States.
Front Psychol. 2023 Feb 8;14:1092254. doi: 10.3389/fpsyg.2023.1092254. eCollection 2023.
Efforts to link ability-related emotional intelligence to organizational behavior have resulted in modest findings.
The present three studies examine whether a work-contextualized form of emotional intelligence (W-EI) may have greater predictive value, particularly in the organizational citizenship domain. Because W-EI should benefit social relationships within the workplace, positive associations between W-EI and organizational citizenship behavior were hypothesized.
This hypothesis was supported in three studies (total = 462) involving samples of part-time student employees (Study 1), postdoctoral researchers (Study 2), and full-time employees (Study 3). All studies also provided evidence for incremental validity, such as with respect to the Big 5 personality traits, and Study 3 highlighted processes related to workplace engagement (in the form of higher levels of interpersonal job satisfaction and lower levels of burnout).
The results demonstrate the importance of W-EI in understanding employee variations in organizational citizenship.
将与能力相关的情商与组织行为联系起来的努力取得的成果并不显著。
目前的三项研究考察了工作情境化的情商形式（W-EI）是否可能具有更大的预测价值，特别是在组织公民行为领域。由于W-EI应该有利于工作场所内的社会关系，因此假设W-EI与组织公民行为之间存在正相关。
这一假设在三项研究（共462名）中得到了支持，这些研究的样本包括兼职学生员工（研究1）、博士后研究人员（研究2）和全职员工（研究3）。所有研究还提供了增量效度的证据，比如相对于大五人格特质而言，研究3突出了与工作投入相关的过程（以更高水平的人际工作满意度和更低水平的倦怠的形式）。
结果证明了W-EI在理解员工在组织公民行为方面差异的重要性。
