Emotional Intelligence and Counterproductive Work Behavior - An Empirical Investigation for Asia
DOI:
https://doi.org/10.37231/jmtp.2023.4.1.273Keywords:
Self-awareness;, Self-regulation;, Motivation, Empathy;, Social Skill, Counterproductive Work BehaviorAbstract
The presence of counterproductive conduct in the work environment is a sign that an employee's actions may be reduced by emotional intelligence to avoid harming other employees or the organization. This paper's main target is to investigate the relationships between emotional intelligence and unproductive conduct in various Bangladeshi enterprises. Adopting the purposive sampling method, 412 responses were gathered (for a survey) from different manufacturing, merchandising, financial, and other service institutions in Bangladesh using the purposive sampling method. Rahim et al. (2002) established the Emotional Quotient Index (EQ Index) to test the emotional competence of employees, and Rahman et al. (2012) produced a 22-item scale to assess counterproductive conduct. The quantitative findings of this investigation showed that every aspect of emotional intelligence had a negative correlation with counterproductive work behavior (self-awareness (r= -0.52, p<.001), self-regulation (r= -0.55, p<.001), motivation (r= -0.53, p<.001), empathy (r= -0.51, p<.001), and social skills (r= -0.54, p<.001). Furthermore, a regression analysis showed that 35% of variations in counterproductive work conduct may be explained by aspects of emotional intelligence. After learning the findings, managers will receive thorough instructions on how to nurture emotional intelligence skills that can improve outcomes by lowering negativity in the workforce. The research's recommendations for future research directions will also help to better develop strategies for leadership.
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