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Assessing emotional intelligence mea...

Livingstone, Holly Ann.

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Assessing emotional intelligence measures: Do they predict work and life outcomes?

Record Type:	Electronic resources : Monograph/item
Title/Author:	Assessing emotional intelligence measures: Do they predict work and life outcomes?/
Author:	Livingstone, Holly Ann.
Description:	67 p.
Notes:	Source: Masters Abstracts International, Volume: 40-05, page: 1308.
Contained By:	Masters Abstracts International40-05.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=MQ65733
ISBN:	0612657337

Assessing emotional intelligence measures: Do they predict work and life outcomes?
Livingstone, Holly Ann.

Assessing emotional intelligence measures: Do they predict work and life outcomes? - 67 p.

Source: Masters Abstracts International, Volume: 40-05, page: 1308.

Thesis (M.Sc.)--Saint Mary's University (Canada), 2001.

Many organizations are using emotional intelligence (EI) measures for selection and training purposes as a result of the claims that these measures predict successful work and life functioning (e.g., Bar-On, 1997; Boyatzis, Goleman, & Rhee, 2000; Goleman, 1995; Goleman, 1998; Mayer & Salovey, 1997; Mayer, Salovey, & Caruso, 1999). However, little is known about the definition and measurement of this new construct and many researchers question what EI measures are assessing and what they predict (e.g., Newsome, Day, & Catano, 2000; Petrides & Furnham, 2000). In the present study, two popular EI measures (i.e., Emotional Quotient Inventory, EQ-i, Bar-On, 1997; Mayer Salovey Caruso Emotional Intelligence Test, MSCEIT, Mayer et al., 1999) were examined in terms of their construct validity and predictive validity. Officers and basic recruits in the Canadian Forces (CF) completed two measures of EI, personality, job satisfaction, and life satisfaction which were correlated with their scores on the Canadian Forces Aptitude Test (CFAT) and training performance ratings. The EQ-i had moderate to high correlations with the Big Five personality dimensions, suggesting a great deal of overlap between these two measures. Conversely, only the emotional management scale of the MSCEIT was associated with personality. Both the EQ-i and MSCEIT were unrelated to general cognitive ability and training performance. The MSCEIT was unrelated to job satisfaction and life satisfaction. In contrast, the EQ-i accounted for variance in both job satisfaction and life satisfaction after controlling for the influence of demographic characteristics and personality.

ISBN: 0612657337Subjects--Topical Terms:

520063
Psychology, Industrial.

Assessing emotional intelligence measures: Do they predict work and life outcomes?
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100 1 $a Livingstone, Holly Ann. $3 1944291
245 1 0 $a Assessing emotional intelligence measures: Do they predict work and life outcomes?
300 $a 67 p.
500 $a Source: Masters Abstracts International, Volume: 40-05, page: 1308.
500 $a Adviser: Arla L. Day.
502 $a Thesis (M.Sc.)--Saint Mary's University (Canada), 2001.
520 $a Many organizations are using emotional intelligence (EI) measures for selection and training purposes as a result of the claims that these measures predict successful work and life functioning (e.g., Bar-On, 1997; Boyatzis, Goleman, & Rhee, 2000; Goleman, 1995; Goleman, 1998; Mayer & Salovey, 1997; Mayer, Salovey, & Caruso, 1999). However, little is known about the definition and measurement of this new construct and many researchers question what EI measures are assessing and what they predict (e.g., Newsome, Day, & Catano, 2000; Petrides & Furnham, 2000). In the present study, two popular EI measures (i.e., Emotional Quotient Inventory, EQ-i, Bar-On, 1997; Mayer Salovey Caruso Emotional Intelligence Test, MSCEIT, Mayer et al., 1999) were examined in terms of their construct validity and predictive validity. Officers and basic recruits in the Canadian Forces (CF) completed two measures of EI, personality, job satisfaction, and life satisfaction which were correlated with their scores on the Canadian Forces Aptitude Test (CFAT) and training performance ratings. The EQ-i had moderate to high correlations with the Big Five personality dimensions, suggesting a great deal of overlap between these two measures. Conversely, only the emotional management scale of the MSCEIT was associated with personality. Both the EQ-i and MSCEIT were unrelated to general cognitive ability and training performance. The MSCEIT was unrelated to job satisfaction and life satisfaction. In contrast, the EQ-i accounted for variance in both job satisfaction and life satisfaction after controlling for the influence of demographic characteristics and personality.
590 $a School code: 1104.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, Psychometrics. $3 1017742
690 $a 0624
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710 2 0 $a Saint Mary's University (Canada). $3 1020608
773 0 $t Masters Abstracts International $g 40-05.
790 1 0 $a Day, Arla L., $e advisor
790 $a 1104
791 $a M.Sc.
792 $a 2001
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoeng/servlet/advanced?query=MQ65733