Emotional intelligence and dispositional affectivity as moderators of workplace aggression: The impact on behavior choice
This paper presents a model of emotional intelligence and dispositional affectivity as moderators of workplace aggression. Particular attention is devoted to the mediating processes through which workers make behavioral choices resulting from perceived injustices primarily using the interpersonal and intrapersonal skills of "emotional intelligence" and dispositional affectivity. The model explores the five components of emotional intelligence, which include self-awareness, self-regulation, motivation, empathy, and social skills. Building on the works of Goleman [Goleman, D. (1995). Emotional intelligence. New York: Bantam Books.; Goleman, D. (1998). Working with emotional intelligence. New York: Bantam Books.] and others, the model examines the individual's degree of emotional intelligence and the impact that these skills may have on the type of behavior exhibited after the perception of injustice. The model also examines the impact that dispositional affectivity has on behavioral choices as well. It is proposed that the specific behavior choice can result in adaptive/constructive behavior or maladaptive behavior, such as workplace aggression. We include research propositions and discuss managerial implications as well as recommendations for training, selection practices, counseling, and attributional training.
Management and Information Technology
emotional intelligence, dispositional affectivity, workplace aggression
Quebbeman, Amanda J., and Elizabeth J. Rozell. "Emotional intelligence and dispositional affectivity as moderators of workplace aggression: The impact on behavior choice." Human Resource Management Review 12, no. 1 (2002): 125-143.
Human Resource Management Review