Showing papers on "Emotional intelligence published in 2005"
TL;DR: In this article, the authors examined the conceptualization and measurement of the political skill construct and provided validation evidence for the Political Skill Inventory (PSI) and found that political skill was positively related to self-monitoring, political savvy, and emotional intelligence; negatively related to trait anxiety; and not correlated with general mental ability.
1,102 citations
TL;DR: In a sample of 76 college students, emotion regulation abilities were associated with both self-reports and peer nominations of interpersonal sensitivity and prosocial tendencies, the proportion of positive vs. negative peer nominations, and reciprocal friendship nominations.
Abstract: Emotion regulation abilities, measured on a test of emotional intelligence, were related to several indicators of the quality of individuals' social interactions with peers. In a sample of 76 college students, emotion regulation abilities were associated with both self-reports and peer nominations of interpersonal sensitivity and prosocial tendencies, the proportion of positive vs. negative peer nominations, and reciprocal friendship nominations. These relationships remained statistically significant after controlling for the Big Five personality traits as well as verbal and fluid intelligence.
833 citations
TL;DR: In this article, an overview of current research on emotional intelligence is provided, focusing on the four-branch model by Mayer and Salovey (1997), which characterizes emotional intelligence as a set of four related abilities: perceiving, using, understanding, and managing emotions.
Abstract: This article provides an overview of current research on emotional intelligence. Although it has been defined in many ways, we focus on the four-branch model by Mayer and Salovey (1997), which characterizes emotional intelligence as a set of four related abilities: perceiving, using, understanding, and managing emotions. The theory provides a useful framework for studying individual differences in abilities related to processing emotional information. Despite measurement obstacles, the evidence in favor of emotional intelligence is accumulating. Emotional intelligence predicts success in important domains, among them personal and work relationships.
689 citations
TL;DR: In this paper, the authors investigate the relationship between emotional intelligence, personality, cognitive intelligence and leadership effectiveness, and find that higher emotional intelligence was associated with higher leadership effectiveness and that higher EI explained variance not explained by either personality or IQ.
Abstract: Purpose – This study seeks to investigate the relationship between emotional intelligence (EI), personality, cognitive intelligence and leadership effectivenessDesign/methodology/approach – Senior executives (n=41) completed an ability measure of EI (MSCEIT), a measure of personality (16PF5) and a measure of cognitive ability (the Wechsler abbreviated scale of intelligence (WASI)) Leadership effectiveness was assessed using an objective measure of performance and a 360° assessment involving each leader's subordinates and direct manager (n=149)Findings – Correlational and regression analyses revealed that higher EI was associated with higher leadership effectiveness, and that EI explained variance not explained by either personality or IQOriginality/value – This paper establishes a link between EI and workplace measures of leadership effectiveness
609 citations
TL;DR: In this paper, the relative strengths of EI and personality as regression predictors of health-related outcomes were investigated for a subgroup of Scots (N range 99-111).
562 citations
TL;DR: 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.
530 citations
TL;DR: In this article, the authors argue that the concept of emotional intelligence is invalid both because it is not a form of intelligence and because it has no intelligible meaning, and they identify the actual relation between reason and emotion.
Abstract: In this paper I argue that the concept of emotional intelligence (EI) is invalid both because it is not a form of intelligence and because it is defined so broadly and inclusively that it has no intelligible meaning. I distinguish the so-called concept of EI from actual intelligence and from rationality. I identify the actual relation between reason and emotion. I reveal the fundamental inadequacy of the concept of EI when applied to leadership. Finally, I suggest some alternatives to the EI concept. Copyright © 2005 John Wiley & Sons, Ltd.
526 citations
TL;DR: In this article, the measurement and psychometric properties of four of the major emotional intelligence measures (Emotional Competence Inventory, Emotional Quotient Inventory, Multifactor Emotional Intelligence Scale, Mayer-Salovey-Caruso EMotional Intelligence Test) are reviewed, the comparability of these measures is examined, and some conclusions and suggestions for future research on emotion intelligence measures are provided.
Abstract: Summary Emotional intelligence measures vary widely in both their content and in their method of assessment. In particular, emotional intelligence measures tend to use either a self-report personality-based approach, an informant approach, or an ability-based assessment procedure. In this paper, the measurement and psychometric properties of four of the major emotional intelligence measures (Emotional Competence Inventory, Emotional Quotient Inventory, Multifactor Emotional Intelligence Scale, Mayer–Salovey–Caruso Emotional Intelligence Test) are reviewed, the comparability of these measures is examined, and some conclusions and suggestions for future research on emotional intelligence measures are provided. Copyright # 2005 John Wiley & Sons, Ltd.
425 citations
TL;DR: In this article, the authors make the more specific case for their perspective, which is that ability-based models of emotional intelligence have value to add in the domain of organizational psychology.
Abstract: In this second counterpoint article, we refute the claims of Landy, Locke, and Conte, and make the more specific case for our perspective, which is that ability-based models of emotional intelligence have value to add in the domain of organizational psychology. In this article, we address remaining issues, such as general concerns about the tenor and tone of the debates on this topic, a tendency for detractors to collapse across emotional intelligence models when reviewing the evidence and making judgments, and subsequent penchant to thereby discount all models, including the ability-based one, as lacking validity. We specifically refute the following three claims from our critics with the most recent empirically based evidence: (1) emotional intelligence is dominated by opportunistic academics-turned-consultants who have amassed much fame and fortune based on a concept that is shabby science at best; (2) the measurement of emotional intelligence is grounded in unstable, psychometrically flawed instruments, which have not demonstrated appropriate discriminant and predictive validity to warrant/justify their use; and (3) there is weak empirical evidence that emotional intelligence is related to anything of importance in organizations. We thus end with an overview of the empirical evidence supporting the role of emotional intelligence in organizational and social behavior.
421 citations
TL;DR: In this article, a study of first-year tertiary students investigated the relationship between EI and a number of life skills (academic achievement, life satisfaction, anxiety, problem-solving and coping).
417 citations
TL;DR: In the past decade, the concept of emotional intelligence has emerged as a potential new construct for explaining behavioral variance not accounted for by traditional measures of general academic intelligence or personality as discussed by the authors.
Abstract: In the past decade, the concept of emotional intelligence (EI) has emerged as a potential new construct for explaining behavioral variance not accounted for by traditional measures of general academic intelligence or personality. EI researchers credit E. L. Thorndike as the first to propose such a construct when he suggested that social intelligence is independent of abstract or academic intelligence. The current paper traces the historical roots of social intelligence and the current scientific status of emotional intelligence. It appears that emotional intelligence, as a concept related to occupational success, exists outside the typical scientific domain. Much of the data necessary for demonstrating the unique association between EI and work-related behavior appears to reside in proprietary databases, preventing rigorous tests of the measurement devices or of their unique predictive value. For those reasons, any claims for the value of EI in the work setting cannot be made under the scientific mantle. Copyright © 2005 John Wiley & Sons, Ltd.
15 Jan 2005
TL;DR: The concept of emotional labor was introduced by Hochschild et al. as discussed by the authors, who found that employees experiencing discordance between felt and required emotions can suppress their genuine emotion, pretend to feel the required emotion (surface acting), or change their emotions to match their organization's display rules (deep acting).
Abstract: A customer service representative who loses his or her temper with a
customer would be considered “unprofessional;” as would a funeral director
who is perky and bubbly with grieving clients. Behavior in organizations
is profoundly influenced by organizational norms and rules. Emotional
behavior is no exception. Organizational rules and norms for emotional
behavior are communicated to employees through both formal means,
such as selection, training, evaluation, and incentive systems, and informal
means, such as social influence and pressures. Many organizations encourage
employees to exhibit only a narrow range of emotions while at work, such as
expressing only cheerfulness when interacting with customers, or suppressing
their irritation with a diffi-cult coworker in the name of professionalism.
However, as human beings, we can experience a wide range of emotionsin a given workday. In order to comply with organizational requirements,
many employees must suppress their true emotions or manipulate their
emotional expressions. Employees experiencing discordance between felt
and required emotions can suppress their genuine emotion, pretend to feel
the required emotion (surface acting), or change their emotions to match
their organization’s display rules (deep acting; Ashforth & Humphrey, 1993;
Brotheridge & Lee, 2002; Grandey, 2000). This emotional regulation at
work was termed emotional labor by Hochschild (1983). In the 20 years
since Hochschild’s (1983) study, emotional labor researchers have focused
their energy and attention on further defining the emotional labor construct,
exploring possible operationalizations of emotional labor, and identifying
possible antecedents and outcomes of emotional labor.
TL;DR: In this paper, the authors posits that emotional intelligence (EQ), analytical intelligence (IQ), and leadership behaviors are moderated by cultural intelligence (CQ) in the formation of global leadership success.
Book Chapter•
01 Jan 2005TL;DR: It is argued that in terms of measurement most success has been achieved in relation to trait EI rather than ability EI, and progress in the field is contingent on recognizing the fundamental differences between the two EI constructs.
Abstract: This chapter provides a brief introduction to the construct of emotional intelligence (EI), focusing on the conceptual distinction between trait EI (or emotional self-efficacy) and ability EI (or cognitive-emotional ability). The former encompasses emotion-related behavioral dispositions and self-perceived abilities measured via self-report, whereas the latter concerns actual emotion-related cognitive abilities and must be measured via maximum-performance tests. Salient measures of both types of EI are succinctly reviewed. It is argued that in terms of measurement most success has been achieved in relation to trait EI rather than ability EI. The overarching message of the chapter is that progress in the field is contingent on recognizing the fundamental differences between the two EI constructs.
TL;DR: The reliability of the MSCEIT V2.0 has been examined in this article, showing that there is a high level of convergence between the alternative scoring methods (consensus and expert).
TL;DR: In this article, the authors investigated the relationship of emotional intelligence (EI) characteristics, such as perception, control, use and understanding of emotions, with physical and psychological health.
Abstract: This study investigates the relationship of emotional intelligence (EI) characteristics, such as perception, control, use and understanding of emotions, with physical and psychological health. In the first study, 365 individuals filled in measures of EI and general health. It was hypothesized that EI would be negatively associated with poor general health. In the second study, 212 working adults completed the same measure of EI and another measure, which apart from the standard information regarding physical and psychological health, provided also information about other health related behaviours, such as smoking, drinking, and exercising. It was also hypothesized that EI would negatively correlate with smoking and drinking and positively correlate with exercising. The findings confirmed both hypotheses and provided further support on the claims that there is a relationship between EI and health functioning. Additionally, in a series of hierarchical regression analyses the unique contribution of each of the EI scales on the overall health score were investigated. The findings are discussed in the context of the importance of emotional competences on health and personal lifestyle, while implications for practice and directions for future research are proposed. Copyright © 2005 John Wiley & Sons, Ltd.
Journal Article•
TL;DR: An essential, but not very strong, role of emotional intelligence is confirmed in perceiving occupational stress and preventing employees of human services from negative health outcomes and it should be developed in stress managing trainings.
Abstract: Objectives Emotional intelligence, an essential factor responsible for determining success in life and psychological well-being, seems to play an important role in shaping the interaction between individuals and their work environment. The purpose of the study was to explore the relationship between emotional intelligence and perceived stress in the workplace and health-related consequences in human service workers. Materials and methods A sample of 330 participants (42.4% of men and 57.6% of women), representing various human service professions (physicians, nurses, teachers, probation officers and managers) was eligible for the study. The mean age of the participants was 38.4 years (SD = 8.45), and the employment period was 8.3 years (SD = 6.13). Three methods were used in the study: The Emotional Intelligence Questionnaire--INTE with Polish modification, the Subjective Work Evaluation Questionnaire developed in Poland, and the General Health Questionnaire (GHQ-28) with Polish modification. Results The results confirmed an essential, but not very strong, role of emotional intelligence in perceiving occupational stress and preventing employees of human services from negative health outcomes. Conclusions The ability to effectively deal with emotions and emotional information in the workplace assists employees in coping with occupational stress therefore, it should be developed in stress managing trainings.
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.
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.
TL;DR: In this paper, the authors investigated the association between perceived emotional intelligence (PEI), measured by the Trait Meta-Mood Scale (TMMS), and life satisfaction in Spanish undergraduate university students.
TL;DR: In this article, a group of 156 first year medical students completed measures of emotional intelligence (EI) and physician empathy, and a scale assessing their feelings about a communications skills course component.
TL;DR: This paper examined the association between emotional intelligence (emotion-relevant abilities) and stress (feelings of inability to control life events), considering personality (self-perception of the meta-emotion traits of clarity, intensity, and attention) as a moderating variable.
06 Nov 2005
TL;DR: The components of human affect, how they might be integrated into computers, and how far are the authors from realizing affective multimodal human-computer interaction are discussed.
Abstract: Social and emotional intelligence are aspects of human intelligence that have been argued to be better predictors than IQ for measuring aspects of success in life, especially in social interactions, learning, and adapting to what is important. When it comes to machines, not all of them will need such skills. Yet to have machines like computers, broadcast systems, and cars, capable of adapting to their users and of anticipating their wishes, endowing them with the ability to recognize user's affective states is necessary. This article discusses the components of human affect, how they might be integrated into computers, and how far are we from realizing affective multimodal human-computer interaction.
Book•
30 Apr 2005
TL;DR: In this paper, a conceptualisation and theoretical framework for stress management issues in specific groups is presented, along with stress, well-being and health aspects of work stress, burnout and emotional intelligence at work.
Abstract: Part I: Conceptualisation and Theoretical Framework Part II: Stress Management Issues Part III: Stress in Specific Groups Part IV: Stress, Well-being and Health Part V: Professional Burnout Part VI: Emotional Intelligence at Work
TL;DR: The authors examined the relationship of ability-based EI facets with performance under stress and found that high levels of EI would promote challenge appraisals and better performance, whereas low EI levels would foster threat appraisal and worse performance.
TL;DR: Psychometric review of 33 peer-reviewed studies of six self- report emotional intelligence (EI) measures supports a multidimensional conceptualization of EI and confirms that trait-EI can be measured using self-report and conceptualized as a distinct multiddimensional domain.
Abstract: Psychometric review of 33 peer-reviewed studies of six self-report emotional intelligence (EI) measures supports a multidimensional conceptualization of EI. The nature and number of EI facets, however, and their distinctiveness from more established trait domains is unclear. Building on earlier efforts, three studies were undertaken (Ns = 138, 163, 152) to develop self-report measures of 10 facets of EI proposed by Salovey and Mayer (1990). Results support the reliability (internal consistency, test-retest) and validity (content, criterion, construct, structural) of the proposed scales and their distinctiveness among themselves and with respect to more established trait domains (e.g., personality). Specifically, three satisfaction and four cross-cultural adaptability facets were predicted uniquely by 9 of the 10 proposed subscales, controlling for social desirability, the Big Five, positive and negative affect, and self-monitoring. All told, results confirm that trait-EI can be measured using self-report and conceptualized as a distinct multidimensional domain.
Book•
01 Aug 2005
TL;DR: In this article, the authors examined the role of emotional self-awareness and emotional intelligence as a predictor of group effectiveness, and also addressed the utility of self- and peer assessment in measureing emotional selfawareness.
Abstract: An issue at the forefront of recent emotional intelligence debates revolves around whether emotional intelligence can be linked to work performance. Although many authors continue to develop new and improved measures of emotional intelligence (e.g. Mayer, Caruso, & Salovey, 2001) to give us a better understanding of emotional intelligence, the links to performance in work settings, especially in the context of group effectiveness, have received much less attention. In this chapter, we present the results of a study in which we examined the role of emotional self-awareness and emotional intelligence as a predictor of group effectiveness. The study also addresses the utility of self- and peer assessment in measureing emotional self-awareness and emotional intelligence.
TL;DR: This article examined academically gifted and non-gifted high school students from Israel to compare mean emotional intelligence (EI) scores, various assessment procedures, and relations between EI and ability, across different populations.
TL;DR: In this article, it was hypothesised that emotional intelligence (EI) scales would explain unique variance in life satisfaction beyond that predicted by personality, IQ, and control variables, and personality accounted for an additional 34.2% of the variance of life satisfaction after controlling for marital status and income.
TL;DR: Nurses working for resonant leaders reported significantly less emotional exhaustion and psychosomatic symptoms, better emotional health, greater workgroup collaboration and teamwork with physicians, more satisfaction with supervision and their jobs, and fewer unmet patient care needs than did nurses working for dissonant leaders.
Abstract: Background A decade of North American hospital restructuring in the 1990s resulted in the layoff of thousands of nurses, leading to documented negative consequences for both nurses and patients. Nurses who remained employed experienced significant negative physical and emotional health, decreased job satisfaction, and decreased opportunity to provide quality care. Objective To develop a theoretical model of the impact of hospital restructuring on nurses and determine the extent to which emotionally intelligent nursing leadership mitigated any of these impacts. Methods The sample was drawn from all registered nurses in acute care hospitals in Alberta, Canada, accessed through their professional licensing body (N = 6,526 nurses; 53% response rate). Thirteen leadership competencies (founded on emotional intelligence) were used to create 7 data sets reflecting different leadership styles: 4 resonant, 2 dissonant, and 1 mixed. The theoretical model was then estimated 7 times using structural equation modeling and the seven data sets. Results Nurses working for resonant leaders reported significantly less emotional exhaustion and psychosomatic symptoms, better emotional health, greater workgroup collaboration and teamwork with physicians, more satisfaction with supervision and their jobs, and fewer unmet patient care needs than did nurses working for dissonant leaders. Discussion Resonant leadership styles mitigated the impact of hospital restructuring on nurses, while dissonant leadership intensified this impact. These findings have implications for future hospital restructuring, accountabilities of hospital leaders, the achievement of positive patient outcomes, the development of practice environments, the emotional health and well-being of nurses, and ultimately patient care outcomes.