Recruitment Consultant Revenue: Relationships with IQ,personality, and emotional intelligence

The objective of this paper is to address the predictive validity of the workplace Swinburne University Emotional Intelligence Test. The first aim of this research project was to identify whether financial revenue earned by consultants in an Australian professional recruitment company were related to their levels of emotional intelligence (EI). The second aim was to assess whether EI competencies were more strongly related to revenue performance than measures of IQ and personality. The study consisted of 100 recruitment consultants from a large Australian‐based company who had their IQ assessed and completed a questionnaire battery consisting of measures of personality and EI. Revenue accrued by the recruitment consultants was also collected and related to the psychometric measures. Results showed that emotional competencies and personality traits are valuable predictors of job performance as measured by the revenue accrued by recruitment consultants. Further to this, the EI competencies were observed to be more strongly related to this measure of performance, and were able to predict a significant proportion of variance in performance in comparison to IQ and personality.     

Using Emotional Intelligence to help College Students Succeed in the Workplace

Research related to the characteristics that are sought by recruiters and prospective employers in graduating college students suggests that emotional intelligence (EI) skills are as important as, if not more important than, job‐related skills. Counselors working with college students, however, usually focus on career management and job search skills and neglect the development of EI skills. EI seems to be an excellent framework to use in helping college students find a job and succeed in the workplace. By using the Confluence Counseling model, counselors working with college students can effectively combine career counseling with personal counseling in a holistic manner.     

The mediating role of work locus of control on the relationship among emotional intelligence,organisational citizenship behaviours,and mental health among nurses

Using a cross‐sectional design to evaluate the perceptions of 242 nurses working in a Malaysian hospital, this study investigates the mediating role of work locus of control (WLOC) on the relationship among emotional intelligence (EI), organisational citizenship behaviours (OCBs), and mental health among nurses. Additionally, the role of EI is examined. Findings indicate that EI correlates positively with OCBs and negatively with mental health and that WLOC mediates the relationship between EI and OCBs. However, WLOC does not mediate the relationship between EI and mental health. An in‐depth understanding of nurses' EI provides insights into health institution management to increase organisational outcomes. Results of this study are interpreted to indicate that EI should be part of nurse training and that OCBs are associated with performance and productivity. It is suggested that EI could also be included in selection processes to encourage growth and development of a health institution.     

Validity evidence for the situational judgment test paradigm in emotional intelligence measurement

To date, various measurement approaches have been proposed to assess emotional intelligence (EI). Recently, two new EI tests have been developed based on the situational judgment test (SJT) paradigm: the Situational Test of Emotional Understanding (STEU) and the Situational Test of Emotion Management (STEM). Initial attempts have been made to examine the construct‐related validity of these new tests; we extend these findings by placing the tests in a broad nomological network. To this end, 850 undergraduate students completed a personality inventory, a cognitive ability test, a self‐report EI test, a performance‐based EI measure, the STEU, and the STEM. The SJT‐based EI tests were not strongly correlated with personality and fluid cognitive ability. Regarding their relation with existing EI measures, the tests did not capture the same construct as self‐report EI measures, but corresponded rather to performance‐based EI measures. Overall, these results lend support for the SJT paradigm for measuring EI as an ability.     

Emotional intelligence and health‐related quality of life in institutionalised Spanish older adults

This study explores the relationship between emotional intelligence (EI) and health‐related quality of life (HRQoL) in a sample of Spanish older adults who are institutionalised in long‐term care (LTC) facilities. One hundred fifteen institutionalised individuals (47.82% women; 88.3 ± 7.9 years) from southern Spain completed a set of questionnaires that included measures of EI, health and personality. Data were analysed via hierarchical regression. After controlling for personality and sociodemographic variables, the EI dimensions, emotional comprehension and emotional facilitation, accounted for part of the variance in several HRQoL facets. These dimensions could have an important role in the HRQoL of residents in LTC. Moreover, the use of a performance measure addresses the limitations of previous studies that have relied on self‐report measures. These aspects underscore the importance of the results of this study.     

Emotional intelligence influences on the work performance of early career academics: An exploratory study

We aimed to investigate emotional intelligence (EI) influences on the work performance of early career academic (ECA) staff. Participants were 220 early career academic staff at a rural South African university (female = 56.8%, 77.7% aged between 20 and 40 years, black = 89.1%). They completed an emotional intelligence scale as well as a measure of work performance. Results, following structural equation modelling, indicated that perception and regulation of emotion aspects of EI to significantly, positively influence the ECA’s job, interpersonal, non-organisational and hierarchical success. ECA staff high on EI perceived to relate better with others, and to be proactive in their adaptive behaviours when change manifests. The ways in which ECA staff appraise and respond to emotionally charged workplace communication appear to influence their likelihood to succeed in the work adjustment.     

A closer look at ability emotional intelligence (EI): What are its component parts,and how do they relate to each other?

In this review, we focus on two key questions about the nature of emotional intelligence (EI). First, we consider what the different parts of EI might be, suggesting a taxonomy that builds on the well‐known hierarchical four‐branch model to include six narrow abilities (emotion perception, emotion expression, emotion attention regulation, emotion understanding, emotion regulation of self, and emotion regulation of others). Second, we review evidence for the interrelations between these six narrow abilities. The interrelationships of the EI narrow abilities are a key criterion for viewing EI as a kind of intelligence, rather than a typical way of behaving. Our review concludes that the six narrow abilities comprising EI are all positively interrelated—the component parts of EI converge to form a whole. In addition, the level of interrelationships shows that emotion expression and emotion perception are clearly separate, with weaker evidence for the separation between emotion regulation of self versus emotion regulation of others. Using the older research tradition of emotion recognition (which predates EI), we present a detailed overview of the relationship between emotion perception and other narrow abilities of EI. We conclude that the narrow facets of EI converge with each other, providing one form of evidence to support the validity of EI as a type of intelligence.     

情绪智力的负面效应及机制

情绪智力是知觉、使用、理解与管理情绪的一组能力。既有研究常将情绪智力与其亲社会性联系起来, 却忽视了它可能存在的负面效应。工作场所中情绪智力的负面效应体现为对内有损身心健康和工作绩效, 对外导致情绪操控和消极行为, 其内在机制可结合自我损耗效应与情绪智力策略模型进行探讨。未来研究应进一步探讨情绪智力负面效应的内在心理机制和特定情境机制, 以及开展群体层次的情绪智力负面效应研究。     

Emotional Intelligence in Selection Contexts: Measurement method,criterion‐related validity,and vulnerability to response distortion

Two studies examined aspects of the validity of self‐report and performance‐based measures of emotional intelligence (EI) relevant to their use in personnel selection. In Study 1, structural equation modeling indicated that a two‐factor model with separate factors for the two types of EI measures fit better than a one‐factor solution. The performance‐based EI factor was more related to cognitive ability (R=.38) than personality (R=.26), whereas the self‐report EI factor was more related to personality (R=.85) than cognitive ability (R=.09). Although the performance‐based EI factor correlated more strongly with job performance (ρ=.24) than did that of the self‐report (ρ=.05), it provided little incremental validity beyond cognitive ability and conscientiousness. In Study 2, participants were asked to complete the measures as if applying for a job, and mean scores were then compared with those of Study 1. Results indicated that self‐report EI measures were more vulnerable to distortion than were the performance‐based measures. Implications for the assessment of EI in personnel selection contexts are discussed.     

Speed of emotional information processing and emotional intelligence

The present study aimed to investigate the relationship between the speed of emotional information processing and emotional intelligence (EI). To evaluate individual differences in the speed of emotional information processing, a recognition memory task consisted of two subtests similar in design but differing in the emotionality of the stimuli. The first subtest required judgment about whether an emotional facial expression in the test face was identical to one of the four emotional expressions of the same individual previously presented. The second subtest required deciding whether the test face with a neutral emotional expression was identical to one of the four neutral faces of different individuals previously presented. Mean response latencies were calculated for “Yes” and “No” responses. All latencies were correlated with other measures of processing speed such as discrimination time and time of figure recognition. However, the emotional expression recognition subtest was hypothesized to require the processing of emotional information in addition to that of facial identity. Latencies in this subtest were longer than those in the face recognition subtest. To obtain a measure of the additional processing that was called for by the emotionality of the stimuli, a subtraction method and regression analysis were employed. In both cases, measures calculated for “No” responses were related to ability EI, as assessed via a self‐report questionnaire. According to structural equation modeling, there was a moderately negative association between latent EI and the latency of “No” responses in the subtest with emotional stimuli. These relationships were not observed for “Yes” responses in the same subtest or for responses in the subtest with neutral face stimuli. Although the differences between “Yes” and “No” responses in their associations with EI require further investigation, the results suggest that, in general, individuals with higher EI are also more efficient in the processing of emotional information.     

The location of trait emotional intelligence in personality factor space

The construct of trait emotional intelligence (trait EI or trait emotional self‐efficacy) provides a comprehensive operationalization of emotion‐related self‐perceptions and dispositions. In the first part of the present study (N = 274, 92 males), we performed two joint factor analyses to determine the location of trait EI in Eysenckian and Big Five factor space. The results showed that trait EI is a compound personality construct located at the lower levels of the two taxonomies. In the second part of the study, we performed six two‐step hierarchical regressions to investigate the incremental validity of trait EI in predicting, over and above the Giant Three and Big Five personality dimensions, six distinct criteria (life satisfaction, rumination, two adaptive and two maladaptive coping styles). Trait EI incrementally predicted four criteria over the Giant Three and five criteria over the Big Five. The discussion addresses common questions about the operationalization of emotional intelligence as a personality trait.     

Trait emotional intelligence,psychological well‐being and peer‐rated social competence in adolescence

The trait emotional intelligence (trait EI or trait emotional self‐efficacy) framework provides comprehensive coverage of emotion‐related self‐perceptions and dispositions. In this study, we investigated the relationship between trait EI and four distinct socioemotional criteria on a sample of Dutch adolescents (N = 282; 136 girls, 146 boys; mean age = 13.75 years). As hypothesized, trait EI was positively associated with adaptive coping styles and negatively associated with depressive thoughts and frequency of somatic complaints. It was also negatively associated with maladaptive coping styles, in boys only. Adolescents with high trait EI scores received more nominations from their classmates for being co‐operative and girls gave significantly more nominations to classmates with high trait EI scores for having leadership qualities. The discussion focusses on the operationalization of trait emotional self‐efficacy in adolescents.     

EI training and pre-service teacher wellbeing

Teaching is a profession of high occupational stress and ‘emotional labour’ that can potentially result in job dissatisfaction, mental health problems, and leaving the profession. Emotional intelligence (EI) encompasses an array of emotional competencies that facilitate the identification, processing, and regulation of emotion and may enhance successful stress management, as well as augmentation of teacher well-being and classroom performance. Drawing upon research that EI can be developed through specific training, a modified version of the program, “Managing Occupational Stress through the Development of Emotional Intelligence” (Hansen, Gardner, & Stough, 2007), was administered to pre-service teachers over a five-week period. A control group completed only the questionnaire protocol of EI and other measures at the start, end, and one month following the program. Results were generally in line with those obtained by Poole and Saklofske (2009) suggesting that EI and related psychological well-being variables can be positively impacted by focused EI training.     

Emotional intelligence and relationship quality among couples

To assess whether emotional intelligence (EI) is related to self‐assessed relationship quality, an ability test of EI and measures of relationship quality were administered to 86 heterosexual couples in a university setting. Results indicated that female partners were significantly higher in EI than male partners and that EI scores were uncorrelated within couples. Two 2 × 2 multiple analyses of variance (performed separately for positive and negative outcomes) assessed how relationship quality measures differed across four different types of couples (high‐EI female/high‐EI male, low‐EI female/low‐EI male, etc.). As predicted, couples with both partners low on EI tended to have the lowest scores on depth, support, and positive relationship quality and the highest scores on conflict and negative relationship quality. Counter to our hypotheses, couples with both partners high on EI did not consistently have higher scores on positive outcomes and lower scores on negative outcomes than couples with one high‐EI partner.     

Attenuated Access to Emotions in Obsessive-Compulsive Disorder

The Seeking Proxies for Internal States (SPIS) model of obsessive-compulsive disorder (OCD) posits that OCD is associated with attenuated access to internal states. Here we explored the implications of this model in the realm of emotions. Participants with OCD, anxiety disorders, and nonclinical control participants completed the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), assessing two domains of emotional intelligence: Experiential emotional intelligence (EI), reflecting the ability to perceive and feel emotions accurately, and Strategic EI, reflecting the ability to understand and manage emotions correctly. As only Experiential EI requires accurate perception of one’s emotions for adequate performance, we predicted an interaction between group and EI area. Specifically, we predicted that compared to both anxiety disorders and healthy control participants, OCD participants would show a larger deficit in Experiential area of the MSCEIT relative to the Strategic area. Results were fully in line with this prediction. Moreover, supporting the specificity of the hypothesized deficit to OCD, participants with anxiety disorders did not differ from nonclinical control participants in their performance, and findings were not attributable to anxiety or depression levels. These results replicate and extend previous findings obtained with analogue samples and suggest that OCD is associated with attenuated access to emotional states, which may be partially compensated for by reliance on semantic knowledge of emotion.     

Translating sales effort into service performance: it's an emotional ride

It has been broadly assumed by both researchers and managers that the more effort salespeople exert, the better their performance outcomes are likely to be. However, organizations are placing an increasing emphasis not just on objective sales outcomes, but on subjective, customer service outcomes as well. This research tests relationships between employee effort and relational performance. We develop and test the position that employee effort reaches a point of diminishing returns, after which relational performance decreases. Further, in an effort to bound our model, we test the moderating role played by employees' emotional intelligence in this relationship. We test our study model in a lagged, multisource field study, matching survey data collected from 107 employees and 19 supervisors, relational performance metrics, and archived effort data collected for a period of 3 months pre–survey data collection. The results from our analysis indicate that the relationship between effort and relational performance is captured by an inverted U-shaped function that is significantly moderated by emotional intelligence. We find that the effort of employees with low EI reaches an identifiable point of diminishing returns; however, the more effort those with high EI exert, the better their relational performance outcomes tend to be.     

Ability EI as an intelligence? Associations of the MSCEIT with performance on emotion processing and social tasks and with cognitive ability

Associations among the MSCEIT, a broad-bandwidth measure of ability emotional intelligence (EI), self-report EI, social perception ability, psychometric intelligence and performance on inspection time (IT) tasks, which assessed the speed of processing of emotional and non-emotional information were investigated in two student samples (N=99, 199). The main findings were that MSCEIT scores were unrelated to fluid ability or speed of non-emotional information processing as assessed by IT, but evidence for associations of MSCEIT scores with crystallised ability was found. Positive associations were found between MSCEIT scores, self-report EI and some emotion/social task scores. The results suggest that EI as assessed by the MSCEIT has some properties of an intelligence and is more closely related to crystallised than to fluid ability. The relatively small MSCEIT/g _c correlations suggest that the MSCEIT is not a pure ability measure, although restriction of range in the samples used may also be relevant. More work, and the development of new measures, is required to determine whether performance EI has a fluid component.     

Emotional intelligence and OCB: The moderating role of work locus of control

This study sought to identify linkages between Mayer, Salovey, and Caruso’s (2008) four dimensions of emotional intelligence (EI) and organizational citizenship behavior, and the moderating influence of locus of control. Using a sample of 290 employed students, the present study examines the effects of the dimensions of EI on OCB directed at individuals (OCB-I) and OCB directed at the organization (OCB-O). Emotionally intelligent individuals were hypothesized to engage in more organizational citizenship behavior (OCB) than individuals with lower EI. Work locus of control was hypothesized to moderate the emotional intelligence—OCB linkage, with high internals having a stronger emotional intelligence to OCB linkage. Results indicate that the EI dimensions of perceiving, understanding, and managing emotions had positive effects on OCB-I and OCB-O. Using emotions was not linked to OCB. Locus of control strengthened the EI to OCB-I link, but had no effect on the OCB–O linkage.     

Examining Positive Affect and Job Performance in Sport Organizations: A Conceptual Model Using an Emotional Intelligence Lens

In this conceptual article we introduce a model examining emotional intelligence (EI) and its effects on job performance in team sport. Moreover, we propose that both coaches and athletes actively engage in emotional labor (EL) as a means to performing in their respective job roles. A conceptual model linking EI to EL, positive affect, and subsequently job performance is introduced to serve as a conceptual foundation for better understanding the role of EI in sport. Concurrently, research propositions are introduced linking EI to job performance. Finally, implications for future research and practice, as well as potential limitations, are discussed.     

Trait Emotional Intelligence,Self‐Reported Affect,and Salivary Alpha‐Amylase on Working Days and a Non‐Working Day

This study examined the relationship between trait emotional intelligence (EI) and variation in psychological (positive affect: PA, negative affect: NA) and psychophysiological (salivary alpha‐amylase: sAA) indicators among Japanese employees over 3 consecutive days (working day 1, non‐working day, working day 2). The analyses revealed that higher trait EI was associated across the days with higher PA, but not with NA. Moreover, diurnal sAA levels were lower in the high trait EI group than in the low trait EI group on the intervening non‐working day, and this difference between the EI groups continued to show a tendency to significance on working day 2. The results indicate that higher EI may be related to the preservation of higher levels of PA and lower levels of sympathetic activity in recovery in the naturalistic condition.