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.