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Navigating workplace conflict in diverse academic settings: The roles of core self-evaluation and emotional intelligence in strengthening regional higher education

Jurnal Perspektif Pembiayaan dan Pembangunan Daerah · Vol. 11 No. 6 (2024) · hlm. 493–509

DOI
10.22437/ppd.v11i6.29825
ISSN
2355-8520, 2338-4603
Terbit
2024-02-29
Penerbit
Program Magister Ilmu Ekonomi Pascasarjana Universitas Jambi
Bahasa
en
Lisensi
creativecommons.org/licenses/by/4.0

Abstrak

This study examines the direct effects of core self-evaluation (CSE) and emotional intelligence (EI) on workplace conflict while exploring the mediating role of perceived workplace diversity. Grounded in organizational psychology and contextualized within a regional Indonesian university, the research adopts a quantitative design, utilizing structured questionnaires administered to 94 academic staff members at Universitas Jambi. The findings indicate that neither CSE nor EI has a statistically significant direct effect on workplace conflict. However, EI is positively associated with diversity perception, which in turn significantly increases relational, task, and process conflict—demonstrating a mediated effect. In contrast, diversity does not mediate the relationship between CSE and conflict. These results reveal the complex interplay between individual psychological resources and organizational diversity in shaping interpersonal dynamics within higher education. The study highlights the importance of context-sensitive institutional strategies, including the integration of emotional intelligence training and inclusive workplace policies, in effectively managing diversity and mitigating conflict. It contributes to the broader discourse on academic workplace behavior by highlighting how personal dispositions and structural diversity jointly influence conflict outcomes, particularly within regional universities engaged in local development.

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  • Universitas Jambi
  • Universitas Islam Negeri Ar-Raniry
  • Universitas Alma Ata
  • Universitas Islam Negeri Sultan Syarif Kasim Riau
  • Afiliasi tidak diketahui
  • Organisasi berbeda
  • Organisasi sama
  • Afiliasi tidak diketahui
  • Garis lebih tebal = lebih banyak artikel bersama · lingkaran lebih besar = lebih banyak artikel
Tampilkan sebagai tabel
Rekan penulisOrganisasiArtikel bersama
Johannes JohannesUniversitas Jambi4
Zulfina AdrianiUniversitas Jambi3
Syahmardi YacobUniversitas Jambi3
Dian Mala Fithriani AiraUniversitas Jambi3
Fitri WidiastutiUniversitas Jambi3
Husni HasbullahUniversitas Jambi2
Dahmiri DahmiriUniversitas Jambi2
Sylvia Kartika Wulan BhayangkariUniversitas Jambi2
Ade TitinifitaUniversitas Jambi2
Tona Aurora LubisUniversitas Jambi2
Shofia AminUniversitas Jambi2
Sigit IndrawijayaUniversitas Jambi2
Andang FazriUniversitas Jambi1
Ratih KusumastutiUniversitas Jambi1
Johannes JohannesUniversitas Jambi1
Kasirul FadliUniversitas Jambi1
Johanes SimatupangUniversitas Jambi1
Zamzami ZamzamiAfiliasi tidak diketahui1
Syahmardi YacubAfiliasi tidak diketahui1
Sumarni SumarniAfiliasi tidak diketahui1
Edward EdwardUniversitas Jambi1
Sumarni SumarniUniversitas Alma Ata1
Dwi KurniawanUniversitas Jambi1
Ade Titi NifitaUniversitas Jambi1
Efvy Zamidra ZamAfiliasi tidak diketahui1
Sry RositaAfiliasi tidak diketahui1
Tona Aurora LubisAfiliasi tidak diketahui1
Steven KurniawanAfiliasi tidak diketahui1
Steven KurniawanUniversitas Jambi1
Yudi YudiUniversitas Jambi1
Try SyeftianiUniversitas Jambi1
Iswento Rizki Manarissar RajagukgukUniversitas Jambi1
Mahdaliyah FitriUniversitas Jambi1
Miftah FaridUniversitas Jambi1
Dwi Agus KurniawanUniversitas Jambi1
Ahmad ZikriUniversitas Islam Negeri Sultan Syarif Kasim Riau1

Afiliasi berasal dari OpenAlex; metadata OAI-PMH jurnal tidak memuatnya. Penulis tanpa ID OpenAlex dicocokkan berdasarkan nama, sehingga dua orang bisa tergabung atau satu orang bisa terpisah.

Sumber metadata: OAI-PMH (metadata jurnal) https://online-journal.unja.ac.id/index.php/JES/oai, pertama di-harvest 6 Nov 2026, terakhir terlihat 8 Nov 2026.
Metadata asli (oai_dc) 
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	<dc:title xml:lang="en">Navigating workplace conflict in diverse academic settings: The roles of core self-evaluation and emotional intelligence in strengthening regional higher education</dc:title>
	<dc:creator xml:lang="en">Rosita, Sry</dc:creator>
	<dc:creator xml:lang="en">Musnaini, Musnaini</dc:creator>
	<dc:creator xml:lang="en">Aira, Dian Mala Fithriani</dc:creator>
	<dc:creator xml:lang="en">Tialonawarmi, Feny</dc:creator>
	<dc:subject xml:lang="en">Core self-evaluation</dc:subject>
	<dc:subject xml:lang="en">Emotional intelligence</dc:subject>
	<dc:subject xml:lang="en">Perceived diversity</dc:subject>
	<dc:subject xml:lang="en">Workplace conflict</dc:subject>
	<dc:subject xml:lang="en">Regional universities</dc:subject>
	<dc:description xml:lang="en">This study examines the direct effects of core self-evaluation (CSE) and emotional intelligence (EI) on workplace conflict while exploring the mediating role of perceived workplace diversity. Grounded in organizational psychology and contextualized within a regional Indonesian university, the research adopts a quantitative design, utilizing structured questionnaires administered to 94 academic staff members at Universitas Jambi. The findings indicate that neither CSE nor EI has a statistically significant direct effect on workplace conflict. However, EI is positively associated with diversity perception, which in turn significantly increases relational, task, and process conflict—demonstrating a mediated effect. In contrast, diversity does not mediate the relationship between CSE and conflict. These results reveal the complex interplay between individual psychological resources and organizational diversity in shaping interpersonal dynamics within higher education. The study highlights the importance of context-sensitive institutional strategies, including the integration of emotional intelligence training and inclusive workplace policies, in effectively managing diversity and mitigating conflict. It contributes to the broader discourse on academic workplace behavior by highlighting how personal dispositions and structural diversity jointly influence conflict outcomes, particularly within regional universities engaged in local development.</dc:description>
	<dc:publisher xml:lang="en">Program Magister Ilmu Ekonomi  Pascasarjana Universitas Jambi</dc:publisher>
	<dc:date>2024-02-29</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:type xml:lang="en">Peer-reviewed Article</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://online-journal.unja.ac.id/JES/article/view/29825</dc:identifier>
	<dc:identifier>10.22437/ppd.v11i6.29825</dc:identifier>
	<dc:source xml:lang="en">Jurnal Perspektif Pembiayaan dan Pembangunan Daerah; Vol. 11 No. 6 (2024): Jurnal Perspektif Pembiayaan dan Pembangunan Daerah; 493-509</dc:source>
	<dc:source>2355-8520</dc:source>
	<dc:source>2338-4603</dc:source>
	<dc:language>en</dc:language>
	<dc:relation>https://online-journal.unja.ac.id/JES/article/view/29825/20971</dc:relation>
	<dc:rights xml:lang="en">Copyright (c) 2024 Sry Rosita, Musnaini Musnaini, Dian Mala Fithriani Aira, Feny Tialonawarmi</dc:rights>
	<dc:rights xml:lang="en">https://creativecommons.org/licenses/by/4.0</dc:rights>
</oai_dc:dc>