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    Rights statement: This is the peer reviewed version of the following article:Miao, C, Humphrey, RH, Qian, S. The cross‐cultural moderators of the influence of emotional intelligence on organizational citizenship behavior and counterproductive work behavior. Human Resource Development Quarterly. 2020; 31: 213– 233. https://doi.org/10.1002/hrdq.21385 which has been published in final form at https://onlinelibrary.wiley.com/doi/abs/10.1002/hrdq.21385 This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.

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The Cross-Cultural Moderators of the Influence of Emotional Intelligence on Organizational Citizenship Behavior and Counterproductive Work Behavior

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<mark>Journal publication date</mark>1/06/2020
<mark>Journal</mark>Human Resource Development Quarterly
Issue number2
Volume31
Number of pages21
Pages (from-to)213-233
Publication StatusPublished
Early online date14/01/20
<mark>Original language</mark>English

Abstract

This meta‐analysis found that the emotional intelligence–organizational citizenship behavior relationship is stronger in long‐term oriented and restraint cultures. However, this relationship does not differ between individualistic and collectivistic cultures, masculine and feminine cultures, high uncertainty avoidance and low uncertainty avoidance cultures, and high power distance and low power distance cultures. The emotional intelligence–counterproductive work behavior relationship is stronger in collectivistic, feminine, high uncertainty avoidance, high power distance, long‐term oriented, and restraint cultures. Emotional intelligence–organizational citizenship behavior/counterproductive work behavior relationships are mediated by both state positive affect and state negative affect. Human resource development professionals from cultures where the effects of emotional intelligence are stronger are especially recommended to hire emotionally intelligent employees and/or provide emotional intelligence training to stimulate organizational citizenship behavior and to restrain counterproductive work behavior. Although there are important cross‐cultural differences, emotional intelligence universally encourages organizational citizenship behavior and almost universally diminishes counterproductive work behavior across cultures.

Bibliographic note

This is the peer reviewed version of the following article:Miao, C, Humphrey, RH, Qian, S. The cross‐cultural moderators of the influence of emotional intelligence on organizational citizenship behavior and counterproductive work behavior. Human Resource Development Quarterly. 2020; 31: 213– 233. https://doi.org/10.1002/hrdq.21385 which has been published in final form at https://onlinelibrary.wiley.com/doi/abs/10.1002/hrdq.21385 This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.