Management and Development Process

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The main purpose of this study is to analyze the impact of emotional intelligence and organizational citizenship behavior on organizational conflict in Razi University of Kermanshah Province, Iran. The statistical population of this study was 950 employees of Razi University, out of whom the sample size of 274 were selected by simple random sampling method and Morgan Table in the first half of 2012. This study is a descriptive–survey research and uses correlational analysis. Weistinger’s Emotional Intelligence Questionnaire (2000), Podsakoff et al’s Organizational Citizenship Behavior Questionnaire (1990) and Dubrin’s Organizational Conflicts Questionnaire (1985) were used to gather data. Validity (content, convergent, and divergent) and reliability (factor loading, composite, and Cronbach's alpha) of the questionnaires indicated that the instruments were fairly valid and reliable. The results of hypothesis testing with the application of SMART-PLS software, T-test statistics and Path Coefficients (β) indicate that Razi University employees’ emotional intelligence has strong, direct and significant impact on their organizational citizenship behavior, yet organizational citizenship behavior negatively, directly and significantly affects organizational conflict, and emotional intelligence has direct, negative and significant effects on organizational conflict. The organizational citizenship behavior, on the one hand, can play the moderator role in relationship between emotional intelligence and organizational conflict. On the other hand, emotional intelligence can work as a moderating variable to promote the negative effects of organizational citizenship behavior on organizational conflict.

Keywords: emotional intelligence, organizational citizenship behavior, organizational conflict, Razi University

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