Is emotional intelligence an advantage? An exploration of the impact of emotional and general intelligence on individual performance

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.     

The Science of Emotional Intelligence

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.     

多重情绪智力量表(MEIS)的信度、结构效度及应用评价研究

对多重情绪智力量表（MEIS）的信度和结构效度进行了实证检验,结果发现,MEIS的内部一致性信度（a）系数偏低,各分量表的分半信度系数很低;MEIS总量表的结构效度明显不足,对七个分量表的因素分析结果显示,每个维度对总量表的贡献率很低;无法满足Mayer和Salovey情绪智力4维度理论框架。对4个维度逐一进行二阶因素分析结果均揭示,MEIS明显缺乏每个维度所设定的4因素的结构效度,项目效率明显不足,因此,MEIS尚不具备有效测量情绪智力的功能。     

The role of social and dispositional variables associated with emotional processing in adjustment to breast cancer: an internet-based study.

Cognitive and emotional processing is seen as critical to successful adjustment to traumatic experiences, such as breast cancer. Cognitive and emotional processing can be facilitated by dispositional and social environmental factors. Emotional intelligence is a dispositional characteristic defined as the ability to understand, accurately perceive, express, and regulate emotions (J. D. Mayer & P. Salovey. 1997). This study investigated psychological adjustment as a function of emotional intelligence, social support, and social constraints in 210 patients recruited via postings to Internet-based breast cancer support groups. Regression analyses indicated high social constraints and low emotional intelligence were associated with greater distress. Evidence suggested high emotional intelligence could buffer against the negative impact of a toxic social environment. Results support a social-cognitive processing model of adaptation to traumatic events and suggest consideration of emotional intelligence may broaden this model.     

Emotional intelligence: The MSCEIT from the perspective of generalizability theory

The Mayer, Salovey, & Caruso Emotional Intelligence Test (MSCEIT) has been reported to provide reliable scores for the four-branch ability model of emotional intelligence [Mayer, J. D., Salovey, P., & Caruso, D. R. (2002). Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT). User's manual. Toronto, Canada: Multi-Health Systems]. However, no studies have yet been reported that have carried out a comprehensive analysis of reliability of scores from MSCEIT, taking into account the different conceptual features of the multifacet measurement design. Results from generalizability analyses of scores from 111 Norwegian executives' responses on the Norwegian version of MSCEIT show that scores reflect considerable amounts of measurement error. Ability scores from Perceiving Emotions are multidimensional, reflecting different types of emotion and the presence or absence of rated emotions in the stimuli. Generalizability (reliability) coefficients for scores from Perceiving Emotions, Facilitating Thought, Understanding Emotion, and Managing Emotions were estimated to .71, .37, .50, and .46, respectively, which is substantially lower than reported in previous studies. The low estimated generalizability coefficients suggest that the scores may not generalize well to intended domains, and the validity of some of the scores may be questioned.     

Measuring emotional intelligence with the MSCEIT V2.0

Does a recently introduced ability scale adequately measure emotional intelligence (EI) skills? Using the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT; J. D. Mayer, P. Salovey, & D. R. Caruso, 2002b), the authors examined (a) whether members of a general standardization sample and emotions experts identified the same test answers as correct, (b) the test's reliability, and (c) the possible factor structures of EI. Twenty-one emotions experts endorsed many of the same answers, as did 2,112 members of the standardization sample, and exhibited superior agreement, particularly when research provides clearer answers to test questions (e.g., emotional perception in faces). The MSCEIT achieved reasonable reliability, and confirmatory factor analysis supported theoretical models of EI. These findings help clarify issues raised in earlier articles published in Emotion.     

Relation of an Ability Measure of Emotional Intelligence to Personality

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.     

综合智力:对智力概念的整合

对于智力的概念和效果长期以来存在争议和怀疑。研究表明传统的智力概念不良很好解释个体的成就。     

The Relationship Between Emotional Intelligence and Ego Defense Mechanisms

The author examined the relationship between the components of emotional intelligence (perception of emotion, affect regulation, and emotional knowledge) and personality factors associated with adaptation, represented by the hierarchical model of defense mechanisms (M. Bond, S. Gardner, J. Christian. & J. Sigal, 1983). Bivariate correlation analyses yielded mixed results; the adaptive defense styles were correlated with overall emotional intelligence but not with the emotional perception and regulation components, as was hypothesized. Emotional knowledge was correlated with both adaptive and maladaptive defense styles and with general intelligence, as was expected. Implications for counseling and psychoeducational interventions are suggested.     

Emotional Intelligence: An Opportunity for Occupational Therapy

Emotional intelligence theory developed within the psychology and business fields and is described as an ability to monitor emotions and to use the information to guide thinking and problem solving. Emotional intelligence skills are needed by occupational therapy practitioners to support therapeutic use of self, promote client-centered care, and foster communication skills within the workplace. A scenario illustrates how emotional intelligence supports the therapeutic use of self during a clinical interaction. The Mayer Salovey Caruso Emotional Intelligence Test is introduced as a resource for occupational therapy practitioners to measure and develop therapeutic relationship skills based upon emotional intelligence research.     

Emotional intelligence as a standard intelligence

The authors have claimed that emotional intelligence (EI) meets traditional standards for an intelligence (J. D. Mayer, D. R. Caruso, & P. Salovey, 1999). R. D. Roberts, M. Zeidner, and G. Matthews (2001) questioned whether that claim was warranted. The central issue raised by Roberts et al. concerning Mayer et al. (1999) is whether there are correct answers to questions on tests purporting to measure EI as a set of abilities. To address this issue (and others), the present authors briefly restate their view of intelligence, emotion, and EI. They then present arguments for the reasonableness of measuring EI as an ability, indicate that correct answers exist, and summarize recent data suggesting that such measures are, indeed, reliable.     

Emotional intelligence in incarcerated men with psychopathic traits

The expression, recognition, and communication of emotional states are ubiquitous features of the human social world. Emotional intelligence (EI) is defined as the ability to perceive, manage, and reason about emotions, in oneself and others. Individuals with psychopathy have numerous difficulties in social interaction and show impairment on some emotional tasks. Here, the authors investigate the relation between EI and psychopathy in a sample of incarcerated men (N = 374), using the Psychopathy Checklist-Revised (PCL-R; Hare, 2003) and the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT; Mayer, Salovey, & Caruso, 2002). The MSCEIT is a well-validated ability-based EI measure that does not rely on self-report judgments of emotional skills. The Hare PCL-R is the gold standard for the assessment of psychopathy in clinical populations. Controlling for general intelligence, psychopathy was associated with lower EI. These findings suggest individuals with psychopathy are impaired on a range of EI abilities and that EI is an important area for understanding deficits in psychopathy.     

Développement initial et processus de validation de l’échelle d’auto-efficacité émotionnelle au travail

The study aims to develop and present the validation process of a questionnaire on emotional self-efficacy in the work context from the six steps proposed by Dussault et al. (2007). The study is based on the theories of emotional intelligence of Mayer and Salovey (1997), Petrides and Furham (2001) and the self-efficacy of Bandura (1997). Following an expert analysis and a pre-test, the Emotional Self-Efficacy at Work scale is composed of 41 items. The participants are 985 Canadian workers. The results of confirmatory factor analyzes support the seven-dimensional structure, namely the self-efficiency to perceive one's emotions and those of others at work, the self-efficiency to use emotions at work, the self-efficiency to understand one's emotions and those of others at work and finally, the self-efficiency to manage one's emotions and those of others at work. The results also indicate that the seven dimensions have satisfactory internal coherence indices. The results suggest that this questionnaire is well suited to describe emotional self-efficacy at work. The use of the questionnaire will be discussed.     

Revisiting the predictive validity of emotional intelligence: self-report versus ability-based measures

In response to general press assertions that training emotionally intelligent children will lead to great rewards, this study examined the relationship between emotional intelligence (EI) and academic achievement in college students, using both self-report and ability-based measures of EI. Specifically, the Mayer, Salovey, Caruso Emotional Intelligence Test (MSCEIT, an ability-based measure) and the Bar-On Emotional Quotient Inventory (EQ-i, a self-report measure) were used to predict academic achievement. Achievement was operationalized as the respondents’ cumulative GPA. Results indicated that EI is not a strong predictor of academic achievement regardless of the type of instrument used to measure it. However, a construct validity examination revealed that the MSCEIT correlated highly with indices of cognitive ability but minimally with personality dimensions. In contrast, the EQ-i failed to correlate with indices of cognitive ability but correlated substantially with numerous personality dimensions.     

Relation of an ability measure of emotional intelligence to personality

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.     

情绪智力理论结构的实证研究

本文对Ｓａｌｏｖｅｙ和Ｍａｙｅｒ提出的情绪智力理论结构进行了因子分析研究,证明了该结构基本变量个体反应的合理性,但对其因子分类提出了不同的理论分析和分类解释;对Ｇｏｌｅｍａｎ的情绪智力结构进行了比较研究;为编制“情绪智力量表”作了必要的理论准备。     

Examining the structure of emotional intelligence at the item level: New perspectives,new conclusions

Despite twenty years of research, many unknowns remain regarding the Mayer–Salovey (e.g., 1997) model of emotional intelligence (EI) and the validity of tests that have been designed to measure it. Evidence relevant to the internal structure of EI has come mainly from factor-analytic studies of the MSCEIT and the MEIS, utilising parcelled task scores rather than individual test items. This approach has several deficiencies: in addition to the loss of item-level information, it results in an insufficient number of observed variables per factor and an inability to separate structural sources of local item dependence (i.e., method variance) from construct-related variance. The present study (N=707) employed multidimensional item response modelling to investigate the dimensional structure of the MSCEIT, at the item level, for the first time. It is shown that item format and the specific choice of task explain far more of the variance in response patterns than does the hypothesised dimensional structure of EI, to the point that there is no empirical reason to prefer a higher-dimensional model of EI over a unidimensional model. It is argued that the advantage of an item-level perspective can be fundamental, rather than merely incremental.     

Emotional Intelligence in Personnel Selection: Applicant reactions,criterion, and incremental validity

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front‐desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.     

Relating emotional abilities to social functioning: a comparison of self-report and performance measures of emotional intelligence

Three studies used J. D. Mayer and P. Salovey's (1997) theory of emotional intelligence (EI) as a framework to examine the role of emotional abilities (assessed with both self-report and performance measures) in social functioning. Self-ratings were assessed in ways that mapped onto the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), a validated performance measure of EI. In Study 1, self-ratings and MSCEIT scores were not strongly correlated. In Study 2, men's MSCEIT scores, but not self-ratings, correlated with perceived social competence after personality measures were held constant. In Study 3, only the MSCEIT predicted real-time social competence, again, just for men. Implications for analyzing how emotional abilities contribute to social behavior are discussed, as is the importance of incorporating gender into theoretical frameworks and study designs.