Robinson Michael D, Chen Kelyn X, Krishnakumar Sukumarakurup, Irvin Roberta L
Department of Psychology, North Dakota State University, Fargo, ND 58105, USA.
Rutgers New Jersey Medical School, Newark, NJ 07103, USA.
J Intell. 2025 May 21;13(5):58. doi: 10.3390/jintelligence13050058.
Employees have both work and non-work lives, and these domains of investment can interfere with each other. The present investigation (total = 497) sought to understand the potential role(s) of work-related emotional intelligence (W-EI) in managing these forms of conflict, with samples consisting of full-time military personnel (Study 1), postdoctoral researchers (Study 2), and employees from diverse occupations (Study 3). Higher levels of W-EI were associated with lower levels of family-to-work conflict, but not work-to-family conflict, suggesting an asymmetric form of conflict shielding. Lesser experiences of family-work conflict also provided some explanation for why employees with higher W-EI levels were less prone to counterproductive work behaviors and work-related burnout. In addition, employees with higher W-EI levels were less prone to counterproductive work behaviors even when levels of family-work conflict were relatively high. The results highlight multiple ways in which employees with high W-EI levels manage the family-work interface.
员工既有工作生活，也有非工作生活，而这些投入领域可能会相互干扰。本调查（共497人）旨在了解工作相关情商（W-EI）在管理这些冲突形式中的潜在作用，样本包括全职军事人员（研究1）、博士后研究人员（研究2）以及来自不同职业的员工（研究3）。较高水平的W-EI与较低水平的家庭干扰工作冲突相关，但与工作干扰家庭冲突无关，这表明存在一种不对称的冲突屏蔽形式。家庭与工作冲突经历较少也为W-EI水平较高的员工为何较少出现反生产工作行为和工作倦怠提供了一些解释。此外，即使家庭与工作冲突水平相对较高，W-EI水平较高的员工也较少出现反生产工作行为。研究结果凸显了W-EI水平较高的员工管理家庭与工作关系的多种方式。
