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Desde os finais do século XIX que a gestão das relações laborais e os conflitos, suscitam preocupações pelas respetivas consequências na perceção de bem-estar dos trabalhadores nas organizações, tornando-se assim, objeto de atenção e estudo por parte dos psicólogos que intervêm neste contexto. Diversos estudos afirmam que, quando os trabalhadores se sentem apoiados no local de trabalho, tornam-se mais bem preparados para lidar com a pressão de trabalho diário e com os conflitos que possam surgir neste. Desta forma e uma vez que, a Inteligência Emocional (IE) faz referência ao modo de lidar quer com as emoções do próprio quer com as dos outros, considera-se pertinente o estudo desta variável como mediadora da relação. Neste sentido, o objetivo deste estudo quantitativo, centrou-se em estudar o efeito moderador da Inteligência emocional na relação entre o apoio social que o colaborador perceciona por parte dos colegas de trabalho e da chefia e o uso de determinadas estratégias gestão de conflitos, criando mais evidências neste domínio de investigação. Em termos de amostra, recorreu-se a uma amostra não aleatória de conveniência de colaboradores de diferentes contextos organizacionais, com idades iguais ou superior a 18 anos. A informação foi recolhida através de um protocolo constituído por um questionário sociodemográfico, a “Escala de Inteligência Emocional de Wong e Law – WLEIS”, duas dimensões da escala “COPSOQ III” que correspondem ao “Suporte social por parte dos colegas de trabalho” e ao “Suporte social por parte dos seus superiores”, e por fim a “Escala de Avaliação das Estratégias de Gestão de Conflitos (ROCI-II)”. Os resultados revelaram correlações, tanto negativas como positivas entre a inteligência emocional, o apoio social percebido e as estratégias de gestão de conflitos. Para além disso, os colaboradores apresentarem níveis mais elevados na dimensão “Avaliação das próprias emoções” da escala de Inteligência 5 Emocional, percecionam maior suporte dos colegas do que dos superiores e a estratégia de gestão de conflitos que mais utilizam é a “Colaboração/Integração”. Por fim, no que diz respeito ao possível efeito moderador da Inteligência Emocional na relação entre Apoio Social percebido e o recurso a Estratégias de Gestão de Conflitos positivas, os resultados demonstraram que a moderação em análise não é estatisticamente significativa, o que revelou que a Inteligência Emocional não parece ter efeito moderador na relação entre a perceção de apoio social do colaborador e as estratégias de gestão de conflitos utilizadas.
Since the end of the 19th century, the management of work relationships and conflicts have raised concerns about the well-being of workers in organizations, thus becoming the object of attention and research by psychologists. Several studies claim that, when workers feel supported at the workplace, they are better prepared to cope with the daily work pressure and conflicts that may arise in the workplace. In this way, and since Emotional Intelligence (IE) refers to the way of dealing both with one´s own emotions and with those of others, it is considered pertinent to study this variable as a mediator of the relation. Thus, the objective of this study quantitative, is to study the moderating effect of Emotional Intelligence on the relationship between the social support perceived by the employee from co-workers and managers and the use of certain conflict management strategies. In terms of sample, it is expect to use a non-random convenience sample of employees from different organizational contexts, aged 18 years or more. This information will be collected through a protocol consisting of a sociodemographic questionnaire, the "Wong and Law Emotional Intelligence Scale - WLEIS", two dimensions of the "COPSOQ III" scale corresponding to "Social support from co-workers" and "Social support from superiors", and finally the "Conflict Management Strategies Evaluation Scale (ROCI-II)" will be applied to this sample. The results revealed both negative and positive correlations between emotional intelligence, perceived social support and conflict management strategies. In addition, employees have higher levels in the "Evaluation of their own emotions" dimension of the Emotional Intelligence scale, they perceive greater support from colleagues than from superiors and the conflict management strategy they use most is "Collaboration/Integration". Finally, with regard to the possible moderating effect of Emotional Intelligence on the relationship between perceived Social Support and the 7 use of positive Conflict Management Strategies, the results showed that the moderation under analysis is not statistically significant, which revealed that Emotional Intelligence does not seem to have a moderating effect on the relationship between the employee's perception of social support and the conflict management strategies used.
Since the end of the 19th century, the management of work relationships and conflicts have raised concerns about the well-being of workers in organizations, thus becoming the object of attention and research by psychologists. Several studies claim that, when workers feel supported at the workplace, they are better prepared to cope with the daily work pressure and conflicts that may arise in the workplace. In this way, and since Emotional Intelligence (IE) refers to the way of dealing both with one´s own emotions and with those of others, it is considered pertinent to study this variable as a mediator of the relation. Thus, the objective of this study quantitative, is to study the moderating effect of Emotional Intelligence on the relationship between the social support perceived by the employee from co-workers and managers and the use of certain conflict management strategies. In terms of sample, it is expect to use a non-random convenience sample of employees from different organizational contexts, aged 18 years or more. This information will be collected through a protocol consisting of a sociodemographic questionnaire, the "Wong and Law Emotional Intelligence Scale - WLEIS", two dimensions of the "COPSOQ III" scale corresponding to "Social support from co-workers" and "Social support from superiors", and finally the "Conflict Management Strategies Evaluation Scale (ROCI-II)" will be applied to this sample. The results revealed both negative and positive correlations between emotional intelligence, perceived social support and conflict management strategies. In addition, employees have higher levels in the "Evaluation of their own emotions" dimension of the Emotional Intelligence scale, they perceive greater support from colleagues than from superiors and the conflict management strategy they use most is "Collaboration/Integration". Finally, with regard to the possible moderating effect of Emotional Intelligence on the relationship between perceived Social Support and the 7 use of positive Conflict Management Strategies, the results showed that the moderation under analysis is not statistically significant, which revealed that Emotional Intelligence does not seem to have a moderating effect on the relationship between the employee's perception of social support and the conflict management strategies used.
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Inteligência emocional Apoio social Conflitos Gestão de conflitos Emotional intelligence Social support Conflict Conflict management