Emotional Intelligence and Perceived Work-related Outcomes: Mediating Role of Workplace Incivility Victimization

The mediating effect of workplace incivility was examined in the relationship between emotional intelligence and perceived work-related outcomes (job satisfaction, organizational commitment, turnover intentions, and counterproductive work behaviors). one hundred and fifty university teachers completed measures of wong and law emotional intelligence scale (wong & law, 2002), counterproductive work behavior checklist (spector, fox, penney, bruusema, & kessler, 2006), uncivil workplace behavior questionnaire (martine & hine, 2005), job satisfaction survey (price & mueller, 1981), turnover intentions scale (seashore, lawler, mirvis, & cammann, 1982), and affective organizational commitment scale (meyer & allen, 1990). results showed that workplace incivility emerged as a significant mediator in the relation between emotional intelligence and work-related outcomes. it was found that one way via which emotional intelligence had relationship to work-related outcomes was through its negative effects on workplace incivility. more specifically, emotional intelligence-based interventions may represent a parsimonious alternative to interventions that targets workplace uncivil behaviors in increasing the job satisfaction and organization commitment as well as decreasing the counterproductive work behaviors.