An investigation of the moderating effect of emotional intelligence on attitudes towards work and family

Work-family conflict has become a pervasive issue in the workplace as workers struggle to simultaneously manage the work and family domains. Work-family related stress has been associated with negative mental and physical outcomes that affect the worker as well as their families and employers. Although the literature suggests that emotional intelligence may aid in stress reduction, limited research has been conducted to determine whether emotional intelligence might alleviate work-family conflict related stress. The purpose of this study was to address this gap in the literature by examining whether emotional intelligence could aid in alleviating work-family conflict related stress. More specifically the study examined whether emotional intelligence moderated the relationship between work-family conflict and certain attitudes and behaviors using the conservation of resources theory as an overarching framework. A cross-sectional survey design was used, with a US based sample of 399 working adults from a variety of organizations and industries. Emotional intelligence was measured using the Schutte Self-Report Inventory, while the bi-directional construct of work-family conflict was measured in both directions (work interfering with family and family interfering with work). The proposed hypotheses and research questions were tested using hierarchical and negative binomial regression analyses. Although emotional intelligence was not found to interact with either direction of work-family conflict in predicting the criterion variables used in the present study, results confirmed existing research and several new findings emerged. Consistent with previous research, significant relationships were found between work-family conflict and the outcome variables of life satisfaction and turnover intentions, as well as between emotional intelligence and the outcome variable of life satisfaction. Significant relationships were also found between emotional intelligence and the outcome variables of engagement and family involvement, as well as between work-family conflict and the outcome variable tardiness. These new associations help expand the knowledge of the emotional intelligence and work-family constructs. Implications of these findings from both a theoretical and applied perspective are discussed.