Counterproductive work behavior is "voluntary behavior that violates significant organizational norms and in so doing threatens the well-being of an organization, it members or both" (Bennett & Robinson, 2000, p. 349). The direct and indirect cost associated with counterproductive work behaviors exceeds tens of billions of dollars annually. Identifying antecedents for these behaviors would contribute to significant savings for organizations and for employees. Personal differences such as emotional intelligence may prove to be within this group of predictors. Research has shown that emotional intelligence has been shown to influence collaborative employee behaviors, job performance, and citizenship behaviors. This study proposed that a relationship between emotional intelligence and an employee's tendency to commit counterproductive work behaviors exists. A correlational design investigated this relationship utilizing the Bar-O- EQ-i as a measure of an employee's emotional intelligence and the Bennett and Robinson Deviant Workplace Behavior Survey as a measure of an employee's likelihood for committing counterproductive work behaviors. The findings indicated that statistically significant relationships exist among the sub-categories of these two assessments but not between the total scores on these assessments.
|Subjects||Management; Occupational psychology; Organizational behavior|
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