The Incremental Validity of the Trait Emotional Intelligence Questionnaire (TEIQue): A Systematic Review and Meta-Analysis

A criticism leveled against the conceptualization of emotional intelligence (EI) as a personality trait is that it overlaps considerably with the higher order personality dimensions and, therefore, has weak utility. To investigate this criticism, a systematic review and meta-analysis were conducted to synthesize the literature examining the incremental validity of the 2 adult self-report forms of the Trait Emotional Intelligence Questionnaire (TEIQue). Twenty-four articles reporting 114 incremental validity analyses of the TEIQue were reviewed according to the studies' methodological features. Additionally, data from 18 studies (providing 105 effect sizes) were pooled in a meta-analysis. Results suggest that the TEIQue consistently explains incremental variance in criteria pertaining to different areas of functioning, beyond higher order personality dimensions and other emotion-related variables. The pooled effect size was relatively small, but statistically and practically significant (ΔR² = .06, SE = .0116; 95% CI [.03, .08]). The number of covariates controlled for, the form of the TEIQue, and the focus on higher order personality dimensions versus other individual-difference constructs as baseline predictors did not affect the effect size. Analyses conducted at the factor level indicated that the incremental contribution is mainly due to the well-being and self-control factors of trait EI. Methodological issues and directions for future research are discussed.     

A Developmental Meta-Analysis of Peer Conflict Resolution

A series of meta-analyses examine developmental trends in peer conflict resolution. Peer conflict resolutions are most likely to involve negotiation, with coercion and then disengagement the next most likely strategies. Patterns of conflict resolution differ with age. Coercion is common among children and disengagement is rare. Negotiation is prevalent among adolescents and young adults; the former do not differ in terms of coercion and disengagement, whereas the latter tend to avoid coercion in favor of disengagement. Conflict resolutions also vary as a function of peer relationships, assessment procedures, and reporters. Negotiation prevails in all peer relationships except those with siblings; there is more negotiation among romantic partners than among friends, and more negotiation among friends than among acquaintances. Negotiation is the overwhelming strategy of choice for those presented with hypothetical disputes, but actual conflicts tend to be resolved by coercion. Observers indicate that most conflicts involve coercive resolutions, in contrast to self-reports, which suggest that negotiation prevails. Although conclusions are qualified by the limited number of studies available, follow-up moderator analyses indicate that negotiation increases and coercion declines with age across most peer relationships, assessment procedures, and reporters such that different patterns of conflict resolution during childhood give way to the same relative ordering of strategies during young adulthood.     

Meta-Analysis and Construct Validity

It is argued that meta-analysis is a fundamental tool in any construct valida- tion effort. Meta-analytic resuits provide the stable and precise estimates of relationships between variables that are needed for causal modeling and the- ory development. A review of the application of meta-analysis to the area of employment validities is used to show the theoretical and applied benefits this tool can bring to construct validation research. The case is also made that meta-analyses focused on the criterion side of prediction equations would lead to enhanced knowledge of the construct validity of criteria.     

Parental Attachment and Peer Relations in Adolescence: A Meta-Analysis

Using Bowlby's (1988) theory of attachment relations in this meta-analytic study, we examined prior studies that assessed both parental attachment and peer relations during adolescence. The collective sample size reflects 12,482 participants across 53 studies conducted since 1970. The overall effect size between parental attachment and adolescent peer relations variables was approximately ½ SD (d =. 54). Analysis of specific peer relations dimensions indicates that parental attachment was related to both social competence and best friend relationship quality. Despite variations in study characteristics, this overall effect size appears remarkably stable. Studies that have employed higher proportions of Whites and female participants, North American samples, and measures with high reliability have yielded relatively higher effect sizes than comparison studies. The findings provide partial support for Bowlby's (1988) contention that the emotion-based interactions with parent figures have repercussions in other relationships. The modest size, however, indicates that other factors besides attachment to parents play an important role in peer relations.     

A Meta-Analysis of the Convergent Validity of Self-Control Measures

There is extraordinary diversity in how the construct of self-control is operationalized in research studies. We meta-analytically examined evidence of convergent validity among executive function, delay of gratification, and self- and informant-report questionnaire measures of self-control. Overall, measures demonstrated moderate convergence (r_random = .27 [95% CI = .24, .30]; r_fixed = .34 [.33, .35], k = 282 samples, N = 33,564 participants), although there was substantial heterogeneity in the observed correlations. Correlations within and across types of self-control measures were strongest for informant-report questionnaires and weakest for executive function tasks. Questionnaires assessing sensation seeking impulses could be distinguished from questionnaires assessing processes of impulse regulation. We conclude that self-control is a coherent but multidimensional construct best assessed using multiple methods.     

The Validity of the Employment Interview: A Meta-Analysis

The interview is the most widely used personnel selection method, but has revealed low reliability and validity compared with other selection methods (Mayfield 1964; Ulrich and Trumbo 1965; Schmitt 1976; Arvey 1979). Thirty-one studies on the validity of the interview were meta-analyzed. The result was an average validity coefficient of .27. The estimated true validity of the interview was calculated to be .38. These values indicated that the interview has moderate validity as a personnel selection device. Six characteristics of the interview were also examined in relation to the validity of the interview: structure of the interview; number of interviewers; length of the interview; gender of the applicant pool; blue-collar/white-collar jobs; and use of college students versus job applicants. The six study characteristics accounted for 30.9% of the variance in the validity of the interview. Structure of the interview appeared to be the only characteristic that moderated the validity of the interview. The relationship of this study to other meta-analyses of the employment interview is discussed.     

Effect of Quality Characteristics of Peer Raters on Rating Errors in Peer Assessment

Little research has been done on the effects of peer raters’ quality characteristics on peer rating qualities. This study aims to address this gap and investigate the effects of key variables related to peer raters’ qualities, including content knowledge, previous rating experience, training on rating tasks, and rating motivation. In an experiment where training and motivation interventions were manipulated, 24 classes with 838 high school students were randomly assigned to study conditions. Inter-rater error, intra-rater error and criterion error indices for peer ratings on four selected essays were analyzed using hierarchical linear models. Results indicated that peer raters’ content knowledge, previous rating experience, and rating motivation were associated with rating errors. This study also found some significant interactions between peer raters’ quality characteristics. Implications for in-person and online peer assessments as well as future directions are discussed.     

Construct Validity of the Need to Belong Scale: Mapping the Nomological Network

Nine studies examined the construct validity of the Need to Belong Scale. The desire for acceptance and belonging correlated with, but was distinct from, variables that involve a desire for social contact, such as extraversion and affiliation motivation. Furthermore, need to belong scores were not related to insecure attachment or unfulfilled needs for acceptance. Need to belong was positively correlated with extraversion, agreeableness, and neuroticism and with having an identity that is defined in terms of social attributes. Need to belong was associated with emotional reactions to rejection, values involving interpersonal relationships, and subclinical manifestations of certain personality disorders.     

A Comparison of the Nomological Networks Associated With Forced-Choice and Likert Formats of the Narcissistic Personality Inventory

The Narcissistic Personality Inventory (NPI) is one of the most popular measures of narcissism. However, its use of a forced-choice response set might negatively affect some of its psychometric properties. The purpose of this research was to compare a Likert version of the NPI, in which only the narcissistic response of each pair was given, to the original NPI, in 3 samples of participants (N = 1,109). To this end, we compared the nomological networks of the forced-choice and Likert formats of the NPI in relation to alternative measures of narcissism, narcissistic personality disorder, entitlement, self-esteem, general personality traits (reported by self and informants), interpersonal styles, and general pathological traits included in the DSM–5. The Likert format NPI—total and subscales—manifested similar construct validity to the original forced-choice format across all criteria with only minor differences that seem to be due mainly to the increased reliability and variability found in the Likert NPI Entitlement/Exploitativeness subscale. These results provide evidence that a version of the NPI that employs a Likert format can justifiably be used in place of the original.     

Cognitive Ability Tests and the Situational Interview: A Test of Incremental Validity

This study investigated the validity and incremental validity of a situational interview beyond that of a composite measure of cognitive ability. Forty-seven factory service technicians underwent an interview and took four cognitive ability tests. Supervisors rated the performance of these subjects in a concurrent validation study. The interview was found to be a valid predictor of a supervisor rating of performance (r = 0.32, p < 0.05 uncorrected), however, was unable to show incremental validity over ability tests (Incremental R²= 0.05, n.s.). Limitations of the present study and directions for future research are discussed.     

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it examines the validity and incremental validity of various predictors for both task and contextual performance.     

A Study of the Criterion Validity of the Mattis Dementia Rating Scale

Criterion validity of the Mattis Dementia Rating Scale (MDRS) was evaluated with a concurrent study to obtain a cut-off score for an Argentinean population. A battery of several neuropsychological tests, including MDRS and Mini-Mental State Examination (MMSE), was administered to 60 patients in a memory disorder clinic. The MDRS cut-off score was used as the criterion variable. A total score of 123 in MDRS was found to classify incorrectly only 8 of 60 patients. Sensitivity was 0.83, and specificity was 0.90. MDRS showed a high convergent validity with MMSE. Consistent with the cut-off scores suggested by Mattis in his manual, a total score of 123 was found to be the most appropriate for adoption in the local population.     

Examining the Construct Validity of Mastery-Avoidance Achievement Goals: A Meta-Analysis

We used meta-analysis to obtain a comprehensive perspective on the construct validity of achievement goals, focusing on the most recent addition to the achievement goal framework, mastery-avoidance (Elliot & McGregor, 2001). Mastery-avoidance achievement goals positively correlated with need for achievement, perceived competence, competitiveness, interest, negative affect, and other achievement goals (mastery-approach, performance-approach, performance-avoidance) and negatively correlated with cognitive ability, help seeking, and performance. The correlations between mastery-avoidance and the other achievement goals were moderate. Thus, we conclude that mastery-avoidance is a conceptually and empirically distinct construct with unique antecedents and consequences and should be included in future studies on achievement goals.     

青少年与其同伴团体学业成就同质性的元分析

采用元分析方法对青少年与其同伴团体学业成就的同质性进行探究。通过文献检索,共20个独立样本符合元分析筛选标准(N=40684)。异质性检验结果表明效应值异质,采用随机效应模型;漏斗图和Egger’s检验显示,文献发表偏倚的可能性较小;整体效应检验为青少年与其同伴团体学业成就呈同质性(r=0.32,p0.001);调节效应结果发现,青少年与其同伴团体的学业成就同质性受同伴团体测量方法的调节,但不受被试年级与学业成就测量方法的影响。     

Incremental Validity of Locus of Control After Controlling for Cognitive Ability and Conscientiousness

This research examined the criterion-related validity of work-specific locus of control in predicting job performance, including incremental validity after controlling for cognitive ability and conscientiousness. Data from a student sample and from a large employee sample were used to evaluate the scale properties of measures of locus of control, conscientiousness, and cognitive ability. Two concurrent criterion-related validation studies were then conducted to evaluate the incremental validity of locus of control. In both validation studies, locus of control demonstrated overall and incremental relationships with performance after controlling for ability and conscientiousness, such that employees with higher internal locus of control performed more effectively than externals.     

A Research Note on the Incremental Validity of Job Knowledge and Integrity Tests for Predicting Maximal Performance

In a sample of industrial job applicants, relationships among scores on an integrity test, a job knowledge measure, and maximal performance as assessed by a work sample measure were investigated. The observed correlation between the personality-based integrity test and maximal performance was .27, indicating that integrity tests can be predictive of maximal performance. Furthermore, integrity test scores correlated .14 with job knowledge and job knowledge scores had a validity of .36 for maximal performance. Theoretical implications for the maximal/typical performance distinction are discussed.     

Validity of Six Openness Facets in Predicting Work Behaviors: A Meta-Analysis

To illustrate the importance of facet-level investigations in predicting organizational outcomes and the need for more primary studies on this topic, we conducted a meta-analysis that took an exploratory look at differential relationships among 7 organizational criteria and Openness traits varying in breadth. Nine Openness predictors—the global dimension, 2 aspects (intellect and culture), and 6 facets (intellectual efficiency, ingenuity, curiosity, aesthetics, tolerance, and depth)—were examined in relations with various organizational criteria such as traditional performance outcomes (task performance, contextual performance, counterproductive work behavior), turnover, leadership effectiveness, training performance, and adaptive performance. Our results support the idea that Openness facets could exhibit differential validity for many organizational outcomes.