Abstract
Abstract : This study explored emotional intelligence (EQ) from both a self- and others-focused perspective. Two moderated mediation models were conceptualised for the study. Conceptual Model 1 explored the relationship between task conflict, task crafting, self-focused EQ, and in-role performance; Conceptual Model 2 explored the relationship between relational conflict, relational crafting, others-focused EQ, and extra-role performance. The study aimed to investigate the mediating effects of job crafting on the relationship between workplace conflict and performance. Additionally, EQ was explored as a moderator of the posed mediation relationships. This was a quantitative, cross-sectional study, in which data were gathered using an online survey, and subsequently analysed using Hayes PROCESS analysis in SPSS. The survey comprised the Intragroup Conflict Scale (ICS), the Job Crafting Questionnaire (JCQ), the Rotterdam Emotional Intelligence Scale (REIS), and a shortened version of the Performance Scale (PS). Data were gathered from 293 employees across various industries in South Africa. Results showed that task crafting mediates the relationship between task conflict and in-role performance; other-focused EQ moderates the relationships between task conflict and in-role performance; and self-focused EQ proved to have a stronger effect on the relationship between task conflict, task crafting, and in-role performance in the second stage. Specifically, these results implied that not being able to regulate one’s own emotions (i.e. low levels of self-focused EQ) during times of increased task conflict still results in increased in-role performance when employees craft their tasks. Therefore, we can assume that crafting plays a very important role in regulating the effects of conflict on in-role performance, especially if one is less able to regulate one’s self-focused EQ.
M.Com. (Industrial Psychology)