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David L. Van Rooy

Bio: David L. Van Rooy is an academic researcher from Marriott International. The author has contributed to research in topics: Emotional intelligence & Predictive validity. The author has an hindex of 14, co-authored 16 publications receiving 2404 citations. Previous affiliations of David L. Van Rooy include Florida International University.

Papers
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Journal ArticleDOI
TL;DR: In this paper, the authors used meta-analytic techniques to examine the relationship between emotional intelligence (EI) and performance outcomes and reported correlations between EI and performance or other variables such as general mental ability (GMA) and the Big Five factors of personality.

962 citations

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TL;DR: In this article, the authors viewed turnover as a key predictor in determining unit-level unit-levy performance and used it as a predictor of the unit level performance of employees.
Abstract: Most turnover research positions employee turnover as the dependent variable and focuses on identifying its antecedents. In this study, we viewed turnover as a key predictor in determining unit-lev...

375 citations

Journal ArticleDOI
TL;DR: In this paper, a meta-analytic method was used to examine the satisfaction-performance relationship when both constructs are construed at the work unit level, and the results indicated that the relationship between unit-level job satisfaction and unit level performance is significant (ρ=.34).
Abstract: This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods (k = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (ρ= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area.

348 citations

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TL;DR: In this paper, a meta-analytic review of the Emotional Intellpigence (EI) construct is presented, which examines the relation between EI measures based on two differing models of the construct (i.e., mixed and ability).
Abstract: This article presents a meta-analytic review of the Emotional Intellpigence (EI) construct. The first portion of the study examines the relation between EI measures based on two differing models of the construct (i.e., mixed and ability). This study then examines the relation of each of the models separately with cognitive ability and the Big Five personality factors. Results indicate that measures based on the mixed model of EI overlap extensively (i.e., correlate .71 among themselves; k = 12, N = 3,259), whereas mixed measures and ability measures are relatively distinct (.14; k = 13, N = 2,442). Mixed model measures of EI exhibited greater overlap with personality- than ability-based EI measures. Conversely, ability-based EI measures demonstrated a higher correlation with cognitive ability than mixed measures (.34 vs. .13). Implications and suggestions for the measurement of EI are provided.

259 citations

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TL;DR: In this article, a common measure of emotional intelligence (EI) was administered to 275 participants (216 female) to examine how different groups score on a test of EI. Results indicated that females scored slightly higher than males and EI scores tended to increase with age.

257 citations


Cited by
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Journal ArticleDOI
TL;DR: The authors examined the effects of three dimensions of HR systems (skillsenhancing, motivationenhancing and opportunity-enhancing) on the ability-motivation-opportunity model.
Abstract: Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems—skills-enhancing, motivation-enhancing, and opportunity-enhancing—on p...

1,624 citations

Journal Article
TL;DR: The author summarizes the key points, discusses the limitations of the model, and raises the ideas for developing a future model of ESI.
Abstract: The present manuscript is an empirically based theoretical paper that presents, describes, and examines the Bar-On Model of Emotional-Social Intelligence (ESI) in deep. First, a description of the Emotional Quotient Inventory (the EQ-i), which has played an instrumental role in developing the model, is given. The EQ-i is a self-report measure of emotionally and socially intelligent behaviour. It has been translated into more than 30 languages, and data have been collected around the world. The impact of age, gender, and ethnicity on the Bar-On model is presented. A description of the model's construct and predictive validity is given. Finally, the author summarizes the key points, discusses the limitations of the model, and raises the ideas for developing a future model of ESI.

1,575 citations

Journal ArticleDOI
TL;DR: In this article, a meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes, including actual turnover, attitude, commitment, and in-role performance.
Abstract: A meta-analysis was conducted to examine the influence of psychological contract breach on 8 work-related outcomes. Breach was related to all outcomes except actual turnover. Based on affective events theory, we developed a causal model integrating breach, affect (violation and mistrust), attitude (job satisfaction, organizational commitment, and turnover intentions), and individual effectiveness (actual turnover, organizational citizenship behavior, and in-role performance). Structural equation modeling was used to test the model. The results indicated that affect mediates the effect of breach on attitude and individual effectiveness. Two moderators were also examined including the type of breach measure (global vs. composite) and the content of the psychological contract breach (transactional vs. relational). Theoretical and practical implications of the results are discussed.

1,331 citations

Journal ArticleDOI
TL;DR: The authors specify a progressive (cascading) pattern among ability-based EI facets, in which emotion perception must causally precede emotion understanding, which in turn precedes conscious emotion regulation and job performance.
Abstract: Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors propose and then test a theoretical model that integrates these factors. They specify a progressive (cascading) pattern among ability-based EI facets, in which emotion perception must causally precede emotion understanding, which in turn precedes conscious emotion regulation and job performance. The sequential elements in this progressive model are believed to selectively reflect Conscientiousness, cognitive ability, and Neuroticism, respectively. "Mixed-based" measures of EI are expected to explain variance in job performance beyond cognitive ability and personality. The cascading model of EI is empirically confirmed via meta-analytic data, although relationships between ability-based EI and job performance are shown to be inconsistent (i.e., EI positively predicts performance for high emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender and race differences in EI are also meta-analyzed. Implications for linking the EI fad in personnel selection to established psychological theory are discussed.

1,264 citations

Journal ArticleDOI
TL;DR: In this paper, a meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a stronger relationship for contextual performance than for task performance across most study settings.
Abstract: Although transformational leadership has been studied extensively, the magnitude of the relationship between transformational leadership and follower performance across criterion types and levels of analysis remains unclear. Based on 117 independent samples over 113 primary studies, the current meta-analytic study showed that transformational leadership was positively related to individual-level follower performance across criterion types, with a stronger relationship for contextual performance than for task performance across most study settings. In addition, transformational leadership was positively related to performance at the team and organization levels. Moreover, both meta-analytic regression and relative importance analyses consistently showed that transformational leadership had an augmentation effect over transactional leadership (contingent reward) in predicting individual-level contextual performance and team-level performance. Contrary to our expectation, however, no augmentation effect of t...

985 citations