Emotinal Intelligence

INTRODUCTION

The term conflict represents an event that has continued to present itself within the organization. Individual which are involved in any organizations are confronted to conflicts whether its in the form of conscious or unconscious, moreover its impact is unavoidable it can either be positive or negative.(Jehn, 1997).

In this study we applied Emotional Intelligence as antecedents of conflict management styles in terms of Integrating and compromising styles. The use of EI was based on the belief that emotionally intelligent people regard their own emotions and the emotions of others as a basis in framing their relationships with other people (Mayer and Salovey, 1993, 1997). This quality can create a sensitive feeling that encourages individuals to consider other interests while resolving conflicts . In this situation, a win-win solution may become a priority in resolving the conflicts among individuals in order to satisfy everyone’s interests. (Mayer et al., 1999; Schutte et al., 2001)

One of the most controversial concepts introduced in popular and academic psychology and management in the last decade is Emotional Intelligence (EI; Mayer, Salovey & Caruso, 2000. This paper investigates two important issues related to EI. First, we examine the validity of EI in predicting job performance among different employees of public and private sector of Pakistan. Second, Emotional Intelligence as antecedents of conflict management styles.

Since EI is defined as a set of interpersonally and intrapersonal related human abilities, it should have the ability to predict various personal and social outcomes. Both Wong and Law (2002) and Wong et al. (2005) argued that life satisfaction was one important outcome of people with ...

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...tions to facilitate thought: including decision-making, flexible planning, creative thinking, redirected attention, and motivation.

Then some scholars labeled it as the ability-based model of EI (e.g. Mayer et al., 2000; Petrides and Furnham, 2001; Meyer and Fletcher, 2007; Day and Carroll, 2008; Zeidner et al., 2008; Kafetsios and Zampetakis, 2008)

HYPOTHESES

H1. Emotional Intelligence is positively associated with integrating style.

H2. Emotional Intelligence is positively associated with compromising style.

H3. Integrating style is positively associated with Job performance.

H4. Compromising style is positively associated with Job performance.

H5. Emotional Intelligence is positively associated with job performance.

H6. Conflict Management Styles will mediate the relationship between Emotional Intelligence and job performance.