Emotional Intelligence and Perceived Work-related Outcomes: Mediating Role of Workplace Incivility Victimization

The mediating effect of workplace incivility was examined in the relationship between emotional intelligence and perceived work-related outcomes (job satisfaction, organizational commitment, turnover intentions, and counterproductive work behaviors). One hundred and fifty university teachers completed measures of Wong and Law Emotional Intelligence Scale (Wong Law, 2002), Counterproductive Work Behavior Checklist (Spector, Fox, Penney, Bruusema, Kessler, 2006), Uncivil Workplace Behavior Questionnaire (Martine Hine, 2005), Job Satisfaction Survey (Price Mueller, 1981), Turnover Intentions Scale (Seashore, Lawler, Mirvis, Cammann, 1982), and Affective Organizational Commitment Scale (Meyer Allen, 1990). Results showed that workplace incivility emerged as a significant mediator in the relation between emotional intelligence and work-related outcomes. It was found that one way via which emotional intelligence had relationship to work-related outcomes was through its negative effects on workplace incivility. More specifically, emotional intelligence-based interventions may represent a parsimonious alternative to interventions that targets workplace uncivil behaviors in increasing the job satisfaction and organization commitment as well as decreasing the counterproductive work behaviors.