Purpose

The purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships.

Design/methodology/approach

The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves.

Findings

The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships.

Practical implications

Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications.

Originality/value

Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.

中文翻译：

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感知到的组织政治和不良工作态度：敌意和情商重要吗？

目的

本研究的目的是回答以下研究问题。敌意是否会造成组织政治（POP）带来的不良态度后果？如果是这样，情商在这种情况下发挥作用吗？为了回答这些问题，作者依靠情感事件理论提出并实证研究了一个有调节的中介模型，其中：敌意中介了 POP 与工作紧张和离职意向之间的关系；情商调节这些关系。

设计/方法论/途径

有调节的中介模型在 408 名员工样本中进行了测试。数据分三波收集。

发现

结果表明，敌意调节了 POP 与所探讨的两种不良态度之间的关系。此外，情商中包含的情绪能力之一，即自我情绪评估，调节了这些关系。

实际影响

旨在提高员工情商水平的干预措施可能会减少他们因应对持久性有机污染物而产生的敌意，从而减少其有害影响。

原创性/价值

在情商所包含的四种情绪能力中，只有自我情绪评价可以调节POP与敌意之间的关系。这些发现意味着，在某些情况下，对一个人的情绪的透彻理解在调节因组织政治而产生的敌意方面比在这种情况下似乎更相关的其他情绪能力更有效。