Emotionally Intelligent Conflict: The Influence of Emotional Intelligence, Individual Traits, and Human Capital Characteristics on the Conflict Preference of Collaborating

Grounded in the literature of conflict, this thesis sets forth a detailed model to explain how an individual’s emotional intelligence, individual traits (Need for Closure and Locus of Control) and demographic characteristics of age and educational level can lead to, and moderate, the preference for collaboration when in conflict. Collaboration is a style of behavior that has such positive long-term benefits it led Thomas (1976) to conclude “… on the whole, collaboration is a desirable state of affairs for individuals and organizations.” (p. 911). Thus, collaborating is often thought of as a conflict behavior that has the potential to most successfully manage the consequences of workplace disputes. The results, based on a sample of 139 engineering and construction professionals at a large multinational headquartered in the northeastern United States, suggests that the emotional intelligence that is expressed in the abilities of conflict management is related to a preference for collaborating as a means of conflict resolution. However, no moderating effects were found to the relationship between emotional intelligence in the area of conflict management competencies and this conflict preference despite theorized relationships between the conflict style of collaboration and these items. These findings are relevant to the design and implementation of conflict management development programs and also raise a number of additional research questions concerning the links between the various emotional intelligence competencies and the behaviors used in this complex conflict management style