The role of positive and negative affect in the relationship between emotional intelligence and uncivil workplace behaviour among managers [Poster]

Purpose: To improve understanding of uncivil workplace behaviour, the present study sought to examine the relationships between emotional intelligence, positive affect, negative affect, and perpetration of uncivil behaviour in the workplace. Methodology: Email, workplace networks, and social media were used to recruit 113 managers (M = 45.23 years; 73 females) who completed an anonymous online self-report survey of measures relating to emotional intelligence, positive and negative affect, and engaging in uncivil workplace behaviour. Results: Results showed that greater emotional intelligence was significantly associated with higher positive affect and less negative affect as well as less likelihood of engaging in uncivil behaviour. Higher levels of negative affect were associated with engaging in uncivil behaviour. Mediation analyses indicated that the relationship between lower emotional intelligence and engaging in uncivil workplace behaviour was partially mediated by negative affect. Limitations: The representativeness of the sample, and thus our ability to generalise to the wider population, may be questioned. A larger more diverse sample is required. Practical Implications: The findings support the importance of emotional intelligence and affect in workplace functioning and shed light on possible precursors of the destructive behaviours that comprise workplace incivility. Originality/Value: These findings contribute insight into the understudied area of uncivil workplace behaviour relationships and provide a foundation to examine the contribution of all stakeholders including victims and perpetrators as well as implications for management and organisational practices. Specifically, it seeks to address the dearth in research examining self-reports from alleged perpetrators of uncivil behaviour