Rumors of the death of emotional intelligence in organizational behavior are vastly exaggerated
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In this article, the authors present a brief summary of research in the field, and rebut arguments against the construct presented in this issue, and conclude that emotional intelligence is attracting deserved continuing research interest as an individual difference variable in organizational behavior related to the way members perceive, understand, and manage their emotions.Abstract:
In the first of two articles presenting the case for emotional intelligence in a point/counterpoint exchange, we present a brief summary of research in the field, and rebut arguments against the construct presented in this issue.We identify three streams of research: (1) a four-branch abilities test based on the model of emotional intelligence defined in Mayer and Salovey (1997); (2) self-report instruments based on the Mayer–Salovey model; and (3) commercially available tests that go beyond the Mayer–Salovey definition. In response to the criticisms of the construct, we argue that the protagonists have not distinguished adequately between the streams, and have inappropriately characterized emotional intelligence as a variant of social intelligence. More significantly, two of the critical authors assert incorrectly that emotional intelligence research is driven by a utopian political agenda, rather than scientific interest. We argue, on the contrary, that emotional intelligence research is grounded in recent scientific advances in the study of emotion; specifically regarding the role emotion plays in organizational behavior. We conclude that emotional intelligence is attracting deserved continuing research interest as an individual difference variable in organizational behavior related to the way members perceive, understand, and manage their emotions.read more
Citations
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The relation between emotional intelligence and job performance: A meta‐analysis
TL;DR: Humphrey et al. as mentioned in this paper performed a meta-analysis on the relationship between emotional intelligence and job performance, and found that emotional intelligence was correlated with cognitive ability and with neuroticism, extraversion, openness, agreeableness and conscientiousness.
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Emotional Intelligence: Implications for Personal, Social, Academic, and Workplace Success
TL;DR: The concept of emotional intelligence was first introduced by Salovey and Mayer as mentioned in this paper, who defined four underlying emotional abilities comprising emotional intelligence and the assessment tools that have been developed to measure the construct.
Journal ArticleDOI
Emotional intelligence and transformational and transactional leadership: A meta-analysis.
Peter D. Harms,Marcus Credé +1 more
TL;DR: In this paper, the authors evaluate claims that emotional intelligence is significantly related to transformational and other leadership be- haviors, and find that ratings of both emotional intelligence and leadership behaviors were provided by the same source (self, subordinates, peers, or superiors).
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Does leadership need emotional intelligence
TL;DR: Whether emotional intelligence is theoretically needed for leadership, the types of emotional intelligence tests that may hold the most promise, methodological standards for testing whether emotional intelligence matters, evidence from the neuroscience literature on emotions and intelligence, and evidence regarding the links between leader emotional intelligence and follower outcomes are explored.
Journal ArticleDOI
Relationships between daily affect and pro‐environmental behavior at work: The moderating role of pro‐environmental attitude
TL;DR: In this paper, the authors used a daily diary design to investigate relationships between employees' daily affect, pro-environmental attitude, as well as daily task-related proenvironmental behavior.
References
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