What is the relationship between emotional intelligence and relationship conflicts?

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Azadeh Rezvani (The University of Queensland, Queensland, Australia)

Rowena Barrett (Queensland University of Technology Business School, Brisbane, Australia)

Pouria Khosravi (Queensland University of Technology Business School, Brisbane, Australia)

Abstract

Purpose

The purpose of the study is to enhance understanding of the relationships among team emotional intelligence (EI), trust in team, conflict in team and team performance.

Design/methodology/approach

A sample of 389 team members from 84 project teams in large-scale construction projects was surveyed.

Findings

Findings showed that team EI is positively associated with team performance. In addition, trust and conflict in the team mediate the association between team EI and team performance.

Practical implications

The ability to perceive one’s own and others’ emotions significantly increases the likelihood of team performance by increasing trust in a team and reducing conflict. Therefore, managers can use these findings to boost team performance and reduce conflict in their teams.

Originality/value

This research contributes to the better understanding of the relationship between team EI and team performance in large-scale construction projects. In addition, this research is an empirical investigation into the mediation variables linking EI to team performance.

Keywords

Competences
Employee attitudes
Attitudes
Conflict management
Conflict

Citation

Rezvani, A., Barrett, R. and Khosravi, P. (2019), "Investigating the relationships among team emotional intelligence, trust, conflict and team performance", Team Performance Management, Vol. 25 No. 1/2, pp. 120-137. //doi.org/10.1108/TPM-03-2018-0019

Publisher

Emerald Publishing Limited

Aims: The purpose of this study was to determine if a relationship exists between emotional intelligence (EI) and preferred conflict-handling styles of registered nurses.

Background: Conflict cannot be eliminated from the workplace therefore learning appropriate conflict-handling skills is important.

Methods: Ninety-four registered nurses working in three south Mississippi healthcare facilities participated in this quantitative study. Ninety-two valid sets of data instruments were collected for this study.

Results: Higher levels of EI positively correlated with collaborating and negatively with accommodating.

Conclusions: The issue of occupational stress and conflict among nurses is a major concern. It is imperative nurses learn how to effectively handle conflict in the work environment. Developing the competencies of EI and understanding how to effectively handle conflict is necessary for nurses working in a highly stressful occupation.

Implications for nursing management: Effective leadership management includes conflict management and collaboration. The art of relationship management is necessary when handling other people's emotions. When conflict is approached with high levels of EI, it creates an opportunity for learning effective interpersonal skills. Understanding how EI levels and conflict skills correlate can be used to improve interpersonal relationships in a healthcare facility.

Summary of:

Winardi, M.A., Prentice, C. & Weaven, S. (2021). Systematic literature review on emotional intelligence and conflict management. Journal of Global Scholars of Marketing Science, DOI: 10.1080/21639159.2020.1808847

Background & Theory:

There have been a number of studies conducted on the topic of conflict management and emotional intelligence in the workplace. However, there is a lack of research focusing on emotional intelligence as a predictor of constructive conflict management. This literature review considers the benefits of the relationship between emotional intelligence and conflict management in the workplace.

Question(s):

Research was consolidated by Michael Aswin Winardi et al. to answer the following questions:

1. Can emotional intelligence be utilized to resolve conflicts in the workplace?

Methods:

A total of 29 studies on emotional intelligence were reviewed. The suitability criteria for these studies were that they must be in peer-reviewed English journals, must be business, management, or industry-related, and must have been published after 1990. The authors noted the findings of each of these studies and recorded the methods by which the correlation between emotional intelligence and other variables were tested with. The majority of the studies collected were from high-ranking business and management journals

Results:

After analyzing all of the studies, the authors synthesized a few key similar findings. First, they suggested the role of geography and culture influence conflict management and level of emotional intelligence in organizations. For example, employees in collectivist cultures often respond differently to conflict and the emotions involved therein compared to employees in individualist cultures.

Another key finding mentioned was that higher levels of emotional intelligence can benefit overall organizational performance. Emotional intelligence is a key element in resolving workplace conflict. Studies explained that emotional intelligence was positively associated with problem-solving strategies in employees, which often are used in conflict management. Research also pointed to the benefits of emotional intelligence in lessening the negative effects of conflict, with one study noting that leaders who used emotional intelligence were able to decrease the negative effects of relationship conflict on team performance and team morale.

Emotional intelligence and conflict management were also positively associated with one another. In several studies, emotional intelligence was significantly and positively related to certain conflict management styles, including integrating, compromising, and dominating. Relatedly, emotional intelligence was found to be a predictor of employee innovation.

What We Can Learn:

Looking over this research, we can take away the following key insights:

Greater emotional intelligence within employees can lead to more constructive conflict management.
The authors pointed out the necessity for both updated inventory of employees’ emotional intelligence ability and emotional intelligence training programs to help develop this skill.

Final Takeaways

For Consultants: Greater emotional intelligence is associated with more constructive conflict management. Consider how you can implement EI assessments into workplaces you are serving to help decrease potential negative effects of conflict among employees.

For Everyone:Ineffective conflict management in organizations may exist in part due to low levels of emotional intelligence among employees. Take an EI test to discover where your strengths and weaknesses lie in this arena.

How does emotional intelligence affect conflict?

Emotional intelligence is a personal attribute that is very useful in easing conflict. People with a high emotional intelligence are empathetic and sensitive to the feelings of others.

Does emotional intelligence play a role in conflict management?

Emotional intelligence is related to the management of conflict situations in several ways. Emotions involve cognitive and behavioral aspects that come into play in any conflict situation (Jones & Bodtker, 2001).

Why is emotional intelligence the core of conflict resolution?

Emotional intelligence (EQ) enables you to manage both your and others' emotions — manage, not control. You cultivate an environment that allows others to express their feelings. That alone can dispel many misunderstandings. Add empathy to the mix, and you can address the root cause of a conflict.

Why is emotional intelligence important for conflict management quizlet?

Emotional intelligence relates positively to the ability to manage conflict. When negotiations let emotion rather than cognation determine their actions, it is less likely, (something, something,) be resolved. You just studied 5 terms!