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Showing papers on "Emotional intelligence published in 2002"


Journal ArticleDOI
TL;DR: In this paper, the authors developed a psychometrically sound and practically short EI measure that can be used in leadership and management studies, and provided exploratory evidence for the effects of the EI of both leaders and followers on job outcomes.
Abstract: Recently, increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects the performance of leaders. In this study, we develop a psychometrically sound and practically short EI measure that can be used in leadership and management studies. We also provide exploratory evidence for the effects of the EI of both leaders and followers on job outcomes. Applying Gross' emotion regulation model, we argue that the EI of leaders and followers should have positive effects on job performance and attitudes. We also propose that the emotional labor of the job moderates the EI–job outcome relationship. Our results show that the EI of followers affects job performance and job satisfaction, while the EI of leaders affects their satisfaction and extra-role behavior. For followers, the proposed interaction effects between EI and emotional labor on job performance, organizational commitment, and turnover intention are also supported.

2,787 citations


Journal ArticleDOI
TL;DR: In this paper, a cross-sectional study of university students found that stress was associated with depression, hopelessness, and suicidal ideation among those high in emotional perception compared to others.

781 citations


Journal ArticleDOI
TL;DR: In this article, emotional intelligence measured by the Swinburne University Emotional Intelligence Test predicted transformational, transactional and laissez-faire leadership styles measured by a multifactor leadership questionnaire in 110 senior level managers.
Abstract: Investigates whether emotional intelligence measured by the Swinburne University Emotional Intelligence Test predicted transformational, transactional and laissez‐faire leadership styles measured by the multifactor leadership questionnaire in 110 senior level managers. Effective leaders were identified as those who reported transformational rather than transactional behaviours. Emotional intelligence correlated highly with all components of transformational leadership, with the components of understanding of emotions (external) and emotional management the best predictors of this type of leadership style. The utility of emotional intelligence testing in leadership selection and development is discussed.

655 citations


Journal ArticleDOI
TL;DR: In this paper, the authors discuss the potential for practical application in organizations within many broad human-resource functions such as selection, performance management, and training, as well as implications for more narrow domains like customer service.
Abstract: Emotions in workplace settings and emotional intelligence are hot topics in management today. Leading business journals such as Fortune and Harvard Business Review have featured articles on emotional intelligence. But there is more to emotions in the workplace than just emotional intelligence. The aim of this article is to acquaint managers with intriguing new research that examines both emotional intelligence and the broader issue of emotion, which has been shown to play a powerful role in workplace settings. We show that this research has a strong potential for practical application in organizations within many broad human-resource functions such as selection, performance management, and training, as well as implications for more narrow domains like customer service. We conclude that the study of emotions in organizational settings has provided new and important insights into the way in which people in organizations behave, and we offer advice for managers to enable them to develop and to maintain a positive emotional climate in their organizations.

585 citations


Journal ArticleDOI
TL;DR: A review of recent developments in two topical areas of research in contemporary organizational behavior: diversity and emotions is provided in this paper, where the authors identify four major topics: mood theory, emotional labor, affective events theory (AET), and emotional intelligence, and argue that developments in the four domains have significant implications for organizational research and the progression of the study of organizational behavior.

554 citations


Journal ArticleDOI
TL;DR: In this article, the authors investigated the relationship between a measure of emotional intelligence, subjective stress, distress, general health, morale, quality of working life and management performance and found that managers who scored higher in EQ suffered less subjective stress and experienced better health and well-being, and demonstrated better management performance.
Abstract: Contemporary theories place emotions and self-regulation at the centre of a dynamic process of stress. Emotional Intelligence (EQ) is the ability to perceive, understand and reflectively manage one's own emotions and those of others. This study, which was situated within the management population (n = 224) of a large retail organization, investigates the relationship between a measure of EQ, subjective stress, distress, general health, morale, quality of working life and management performance. Significant correlations in the expected direction were found, indicating that managers who scored higher in EQ suffered less subjective stress, experienced better health and well-being, and demonstrated better management performance. Copyright © 2002 John Wiley & Sons, Ltd.

527 citations


Journal ArticleDOI
TL;DR: Pennebaker et al. as discussed by the authors examined the relationship between emotional intelligence and life satisfaction using a modified version of the Trait Meta-Mood Scale and found that only the Clarity sub-scale accounted for further variance in life satisfaction not accounted for by positive and negative affect.

507 citations


Journal ArticleDOI
TL;DR: The authors found that overall emotional intelligence, emotional perception, and emotional regulation uniquely explained individual cognitive-based performance over and beyond the level attributable to general intelligence.
Abstract: Emotional intelligence is an increasingly popular consulting tool. According to popular opinion and work-place testimonials, emotional intelligence increases performance and productivity; however, there has been a general lack of independent, systematic analysis substantiating that claim. The authors investigated whether emotional intelligence would account for increases in individual cognitive-based performance over and above the level attributable to traditional general intelligence. The authors measured emotional intelligence with the Multifactor Emotional Intelligence Scale (MEIS; J. D. Mayer, P. Salovey, & D. R. Caruso, 1997). As measured by the MEIS, overall emotional intelligence is a composite of the 3 distinct emotional reasoning abilities: perceiving, understanding, and regulating emotions (J. D. Mayer & P. Salovey, 1997). Although further psychometric analysis of the MEIS is warranted, the authors found that overall emotional intelligence, emotional perception, and emotional regulation uniquely explained individual cognitive-based performance over and beyond the level attributable to general intelligence.

487 citations


Journal ArticleDOI
TL;DR: In this paper, the authors evaluated data from six full-time and three part-time cohorts taking an MBA program designed for women, and concluded that the major challenge to MBA education is to develop the ability to use management knowledge.
Abstract: A major challenge to MBA education is to develop the ability to use management knowledge. Entering and graduating data from six full-time and three part-time cohorts taking an MBA program designed ...

478 citations


Book
01 Jan 2002
TL;DR: In this paper, the authors present a review of classic lessons in psychology and education, including the Pygmalion Effect and its mediation mechanism, and the paradox of achievement: The harder you push, the worse it gets.
Abstract: Contributors. A.J. Elliott, Foreword. Preface. Acknowledgements. Part One: Introductory Chapter: F. Pajares and D.H. Schunk, Self and Self-Belief in Psychology and Education: A Historical Perspective. Part Two: Revisiting and Extending Classic Lessons: R. Rosenthal, The Pygmalion Effect and its Mediating Mechanisms. C.S. Dweck, Messages That Motivate: How Praise Molds Students' Beliefs, Motivation, and Perfrmance (In Surprising Ways). E.L. Deci and R.M. Ryan, The Paradox of Achievement: The Harder you Push, the Worse it Gets. T.D. Wilson, M. Damiani, and N. Shelton, Improving the Academic Performance of College Students with Brief Attributional Interventions. F. Rhodewalt and M.W. Tragakis, Self-Handicapping and School: On Academic Self-Concept and Self-Protective Behavior. M.R. Lepper and M. Woolverton, The Wisdom of Practice: Lessons Learned from the Study of Highly Effective Tutors. A. Wigfield and J.S. Eccles, Students' Motivation During the Middle School years. P.J. Gaskill and A.W. Hoy, Self-Efficacy and Self-Regulated Learning: The Dynamic Duo in School Performance. E. Aronson, Building Empathy, Compassion and Achievement in the Jigsaw Classroom. R.J. Sternberg, Intelligence is not Just Inside the Head: The Theory of Successful Intelligence. Part Three: Current Lessons: D.A. Pizarro and P. Salovey, Being and Becoming a Good Person: The Role of Emotional Intelligence in Moral Development and Behavior. F.H. Rauscher, Mozart and the Mind: Factual and Fictional Effects of Musical Enrichment. J. Aronson, Stereotype Threat: Contending and Coping with Unnerving Expectations. G.L. Cohen and C.M. Steele, A Barrier of Mistrust: How Negative Stereotypes Affect Cross-Race Mentoring. A.R. Pratkanis, M.E. Turner, and S.B. Malos, Towards a Resolution of an American Tension: Some Applications of the Helping Model of Affirmative Action in Schooling. A.W. Harrist and K.D. Bradley, Social Exclusion in the Classroom: Teachers and Students as Agents of Change. Index.

470 citations


Journal ArticleDOI
TL;DR: In this article, the authors focused heavily on overviewing and analyzing the seven articles in this special issue on emotions and leadership, and discussed in terms of four key leadership issues: traits necessary for leadership, relationship of emotions to the leadership process, perception of leaders' emotional displays, and relationship between emotional intelligence and performance.
Abstract: This article focuses heavily on overviewing and analyzing the seven articles in this special issue on emotions and leadership. The articles are discussed in terms of four key leadership issues. The first issue concerns the traits necessary for leadership. Empathy is shown to be an important variable that is central to both emotional intelligence and leadership emergence. The second issue concerns the relationship of emotions to the leadership process. It is argued that a key leadership function is to manage the emotions of group members, especially with regard to feelings related to frustration and optimism. The third issue involves our perceptions about leaders. Leaders' emotional displays are demonstrated to have a larger impact on perceptions of leaders than the content of the leaders' messages, at least in some circumstances. The fourth area involves the relationship between leadership and performance. Leaders' influences upon emotional process variables are found to have a large impact on performance. The article develops several propositions that summarize the content of this special issue and, in addition, develops new propositions that suggest future areas of research. The article concludes by touching on the review process and acknowledges the reviewers for this special issue.

Journal ArticleDOI
TL;DR: The Workgroup Emotional Intelligence Profile, Version 3 (WEIP-3) as mentioned in this paper was designed specifically to profile the emotional intelligence of individuals in work teams and applied the scale in a study of the link between emotional intelligence and two measures of team performance: team process effectiveness and team goal focus.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the role of emotional intelligence in mood and self-esteem regulation, and found that individuals with higher emotional intelligence showed less of a decrease in positive mood after a negative state induction using the Velten method, and showed more of an increase in positive m...
Abstract: Both theory and previous research suggest a link between emotional intelligence and emotional well-being. Emotional intelligence includes the ability to understand and regulate emotions; emotional well-being includes positive mood and high self-esteem. Two studies investigated the relationship between emotional intelligence and mood, and between emotional intelligence and self-esteem. The results of these studies indicated that higher emotional intelligence was associated with characteristically positive mood and higher self-esteem. The results of a third study indicated that higher emotional intelligence was associated with a higher positive mood state and greater state self-esteem. The third study also investigated the role of emotional intelligence in mood and self-esteem regulation and found that individuals with higher emotional intelligence showed less of a decrease in positive mood and self-esteem after a negative state induction using the Velten method, and showed more of an increase in positive m...

Journal ArticleDOI
TL;DR: In this article, the authors explored the relationship between emotional intelligence and sources of occupational stress and outcomes on a sample of professionals in mental health institutions and found that high scorers in overall EI suffered less stress related to occupational environment, suggesting a new role for EI as a determinant of employee loyalty to organizations.
Abstract: The purpose of the present study is to explore the relationship between emotional intelligence and sources of occupational stress and outcomes on a sample of professionals in mental health institutions. A total of 212 participants were administered the Emotional Intelligence Questionnaire as well as the Organizational Stress Screening Tool (ASSET), a new organizational screening tool, which measures workplace stress. The results were in the expected direction showing a negative correlation between emotional intelligence and stress at work, indicating that high scorers in overall EI suffered less stress related to occupational environment. A positive correlation was also found between emotional intelligence and organizational commitment, which according to the ASSET model is considered as a consequence of stress, suggesting a new role for EI as a determinant of employee loyalty to organizations. Finally, the relationship between EI, job stress, and various demographic variables such as gender, age, and education was investigated and results are discussed in the light of the organizational framework.

Journal ArticleDOI
TL;DR: Mayer et al. as mentioned in this paper explored the relationship between emotional intelligence (EI) and adolescent tobacco and alcohol use (TAU) and found that adolescents with high EI may possess a greater mental ability to read others well and detect unwanted peer pressure.

Journal ArticleDOI
TL;DR: In this paper, the authors present a model linking perceptions of job insecurity to emotional reactions and negative coping behaviors. But their model is based on the idea that emotional variables explain, in part, discrepant findings reported in previous research, and they propose that emotional intelligence moderates employees' emotional reactions to job insecurity and their ability to cope with associated stress.
Abstract: We present a model linking perceptions of job insecurity to emotional reactions and negative coping behaviors. Our model is based on the idea that emotional variables explain, in part, discrepant findings reported in previous research. In particular, we propose that emotional intelligence moderates employees' emotional reactions to job insecurity and their ability to cope with associated stress. In this respect, low emotional intelligence employees are more likely than high emotional intelligence employees to experience negative emotional reactions to job insecurity and to adopt negative coping strategies.


Journal ArticleDOI
TL;DR: In this article, the authors present and test a theory on leader emergence in self-managing teams that highlights the emotional and cognitive skills underlying selection as an informal team leader and test their theory in a longitudinal study of 382 team members comprising 48 self managing teams.
Abstract: We present and test a theory on leader emergence in self-managing teams that highlights the emotional and cognitive skills underlying selection as an informal team leader. Existing theory and research reveals that informal leaders are selected because they display constructive task and team management behavior. We contribute to existing theory in two ways. First, by proposing that specific cognitive processes and skills precede the appropriate enactment of those behaviors by facilitating an accurate analysis of the task situation. Second, by proposing that empathy, an aspect of emotional intelligence, precedes and enables those cognitive processes and skills by providing an accurate understanding of team and member emotions and needs. We test our theory in a longitudinal study of 382 team members comprising 48 self-managing teams. Our theory is partially supported and implications are discussed.

Journal ArticleDOI
TL;DR: An ability test of emotional intelligence and its relationship to personality test variables to determine the extent to which these constructs overlap, supporting the discriminant validity of the emotional intelligence construct.
Abstract: Is emotional intelligence simply a naive theory of personality, or is it a form of intelligence? If emotional intelligence is to be of value, it must measure something unique and distinct from standard personality traits. To explore this question, this study examined an ability test of emotional intelligence and its relationship to personality test variables to determine the extent to which these constructs overlap. A sample of 183 men and women took the Multifactor Emotional Intelligence Scale (Mayer, Caruso, & Salovey, 1999), an ability measure of emotional intelligence as well as measures of career interests, personality, and social behavior. Emotional intelligence was measured reliably and was relatively independent of traditionally defined personality traits, supporting the discriminant validity of the emotional intelligence construct.

Journal ArticleDOI
TL;DR: This article examined the relationship of self- and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelli..., and found that self-and other ratings were associated with emotional intelligence and academic intelligence.
Abstract: The present study examines the relationship of self‐ and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelli...

Book
19 Aug 2002
TL;DR: Barrett and Salovey as mentioned in this paper discuss the role of emotion in the recognition of emotion from facial expressions and use it as a tool for managing emotions in a child's development from preschool to adolescence.
Abstract: Barrett, Salovey, Introduction. Part I: Perceiving Emotion. Bachorowski, Owren, Vocal Acoustics in Emotional Intelligence. Elfenbein, Marsh, Ambady, Emotional Intelligence and the Recognition of Emotion from Facial Expressions. Nelson, Bouton, Extinction, Inhibition, and Emotional Intelligence. Part II: Using Emotion in Thought and Action. Gohm, Clore, Affect as Information: An Individual-Differences Approach. Gilbert, Driver-Linn, Wilson, The Trouble with Vronsky: Impact Bias in the Forecasting of Future Affective States. Schwarz, Situated Cognition and the Wisdom in Feelings: Cognitive Tuning. Niedenthal, Dalle, Rohmann, Emotional Response Categorization as Emotionally Intelligent Behavior. DeSteno, Braverman, Emotion and Persuasion: Thoughts on the Role of Emotional Intelligence. Savage, The Role of Emotion in Strategic Behavior: Insights from Psychopathology. Part III: Understanding Emotion. Denham, Kochanoff, "Why Is She Crying?": Children's Understanding of Emotion from Preschool to Preadolescence. Lane, Pollermann, Complexity of Emotion Representations. Part IV: Managing Emotion. Gross, John, Wise Emotion Regulation. Tugade, Fredrickson, Positive Emotions and Emotional Intelligence. Parrott, The Functional Utility of Negative Emotions. Part V: Extensions. Russell, Barchard, Toward a Shared Language for Emotion and Emotional Intelligence. Ferguson, Bargh, Sensitivity and Flexibility: Exploring the Knowledge Function of Automatic Attitudes. Blair, Theory of Mind, Autism, and Emotional Intelligence.

Journal ArticleDOI
TL;DR: This article reviewed the role of emotional intelligence (EI) in the educational and school context and found that most intervention programs were not specifically designed to change EI, and very few systematic interventions meet the canons of internal and external validity.
Abstract: This article critically reviews the claimed role of emotional intelligence (EI) in the educational and school context. Our review shows that most intervention programs were not specifically designed to change EI, and very few systematic interventions meet the canons of internal and external validity. Consequently, little objective evidence attesting to the useful role of EI as a predictor of school success and adjustment exists beyond that predicted by intelligence and personality factors. Herein we discuss several crucial issues that need to be addressed prior to developing and implementing EI programs, and we provide specific guidelines for the development, implementation, and evaluation of future EI programs. Currently, the successful schooling of EI is still undetermined.

Journal ArticleDOI
TL;DR: In this article, the impacts of emotional intelligence and spirituality on workplace effectiveness were explored, and several theoretical models examined possible linkages among these variables, and, finally, presented several ideas for future research deriving from the models.
Abstract: Despite a reluctance on the part of organizational researchers to deal with the subjects of emotions or spirituality, recent researchers have begun to argue for the importance of exploring their relationship to workplace performance. Recent research, for example, has shown a positive relationship between emotional intelligence and workplace success. Similarly, it appears that spirituality is related to workplace performance or effectiveness. This paper explores the impacts of emotional intelligence and spirituality on workplace effectiveness, presents several theoretical models examining possible linkages among these variables, and, finally, presents several ideas for future research deriving from the models.


Journal ArticleDOI
TL;DR: The authors explored the association of emotional intelligence and moral reasoning to leadership style and effectiveness using university residence staff as their leaders of interest, and found that leaders who reported higher levels of emotion intelligence were perceived by their followers as higher in transformational leadership and more effective.
Abstract: Using university residence staff as our leaders of interest, we explored the association of emotional intelligence and moral reasoning to leadership style and effectiveness. A total of 58 residence staff completed questionnaires assessing their emotional intelligence and moral reasoning. Subordinates (n=232) rated the residence staff’s leadership behaviours and effectiveness. Residence staff’s supervisors (n=12) also provided similar effectiveness ratings. Analysis showed that leaders who reported higher levels of emotional intelligence were perceived by their followers as higher in transformational leadership and more effective. Interestingly, having high emotional intelligence was not related to supervisor’s ratings of effectiveness. Supervisors associated greater job effectiveness with higher moral reasoning. Theoretical implications and practical applications of these findings are discussed.

Journal ArticleDOI
TL;DR: In this article, the authors evaluate the divergent validity of Bar-On's EQ-i as compared to the General Adult Mental Ability scale (GAMA), a measure of fluid intelligence.

Book
14 May 2002
TL;DR: In this article, the feasibility of an individual being able to develop their level of EI and potential ways of doing this is considered, as well as the potential contribution of individual EI in a work context.
Abstract: In Chapters 3 and 4 we introduced an overall model examining the components of EI and their potential contribution to performance in a work context. This chapter considers the feasibility of an individual being able to develop their level of EI and potential ways of doing this.

Journal ArticleDOI
TL;DR: An interaction between nonverbal channel and emotional valence in predicting workplace ratings from colleagues and supervisors was found and implications for the complexity of interventions associated with emotional intelligence in workplace settings are discussed.
Abstract: Emotion recognition, the most reliably validated component within the construct of emotional intelligence, is a complicated skill. Although emotion recognition skill is generally valued in the workplace, "eavesdropping," or relatively better recognition ability with emotions expressed through the less controllable "leaky" nonverbal channels, can have detrimental social and workplace consequences. In light of theory regarding positive emotion in organizations, as well as research on the consequences of perceiving negative information, the authors hypothesized and found an interaction between nonverbal channel and emotional valence in predicting workplace ratings from colleagues and supervisors. Ratings were higher for eavesdropping ability with positive emotion and lower for eavesdropping ability with negative emotion. The authors discuss implications for the complexity of interventions associated with emotional intelligence in workplace settings.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship of the five dimensions of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining.
Abstract: The study investigated the relationships of the five dimensions of emotional intelligence: self‐awareness, self‐regulation, motivation, empathy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1,395) for this study were collected with questionnaires from MBA students in seven countries (U.S., Greece, China, Bangladesh, Hong Kong and Macau, South Africa, and Portugal). Psychometric properties of the measures were tested and improved with exploratory and confirmatory factor analysis and analysis of indicator and internal consistency reliabilities, and the hypotheses were tested with a structural equations model for each country. Results in the U.S. and in the combined sample provided support for the model which suggests that self‐awareness is positively associated with self‐regulation, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social skills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships are noted and implications for organizations discussed.

Journal ArticleDOI
TL;DR: In this paper, the authors explored the connection between emotional intelligence and preferred styles of conflict resolution and examined the implications for human resource development and micro level organizational change specifically, and found that individuals with high emotional intelligence preferred to seek collaborative solutions when confronted with conflict.
Abstract: The problem and the solution. There continues to be strong interest regarding the emotional intelligence construct,primarily because of the construct’s potential as a predictor of workplace behavior in organizations. Little research has been conducted, however, that considers the implications of emotional intelligence for organizational change and human resource development in organizations.The study outlined in this article explores the connection between emotional intelligence and preferred styles of conflict resolution and examines the implications for human resource development and micro level organizational change specifically. One hundred and thirty-nine respondents were administered the Workgroup Emotional Intelligence Profile, a measure of group members’ emotional intelligence when working in teams, as well as the Thomas-Kilmann Conflict Model Instrument. The results consistently showed that individuals with high emotional intelligence preferred to seek collaborative solutions when confronted with...