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For example, although the MSCEIT was designed to assess all dimensions of Mayer and Salovey’s (1997) model of EI, some have noticed that the MSCEIT fails to assess various dimensions of this model such as the ability to express emotion, the ability to perceive emotions in oneself, and the ability regulate emotion in oneself (Maul 2012).The MSCEIT may also unintentionally assess abilities other than EI (i.e., the MSCEIT exhibits construct-irrelevant variance) such as the ability to match emotions to colors and tastes (i.e., the Sensations measure of the MSCEIT; Maul, 2012).Our own viewpoint follows from Fan et al.’s (2010) meta-analysis of ability EI dimensions and suggests there is consensus on three of the four facets of the Mayer-Salovey model: ability to perceive, ability to understand, and ability to regulate emotion.
Specifically, modern conceptualizations of intelligence such as the Cattell-Horn-Carroll theory of mental abilities (Mc Grew, 2009) suggest that intelligence consists of various specific abilities including verbal ability, quantitative reasoning, visual processing, and retrieval ability. (2014) showed that the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT; Mayer, Salovey, Caruso, & Sitarenios, 2003), a popular measure of ability EI, can be represented in the Cattell-Horn-Carroll theory of intelligence as an additional specific ability, which formalizes ability EI as an aspect of intelligence characterized by the ability to process information in the emotion domain.
It should be noted, however, that the MSCEIT has been criticized for its potential underrepresentation of the entire domain of EI and for construct-irrelevant variance.
If mixed EI measures do indeed borrow content from a laundry list of other well-known constructs (e.g., neuroticism, extraversion, conscientiousness, self-rated performance, self-efficacy), then one important question is, “How much of mixed EI represents = .068 = 7%; O’Boyle et al., 2011).
That is, mixed EI strongly and uniquely predicts job performance.
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Moreover, other work has proposed the addition of a new EI dimension (i.e., the ability to use emotional displays to influence others; Côté & Hideg, 2011), and the specification of sub-facets of existing ability EI dimensions (Côté, 2014).
In order to establish a consensus definition of ability EI and its facets, we will need a multidimensional measure of ability EI that consistently supports the theorized facet structure.
Meta-analytic evidence indicates there is little-to-no incremental validity of ability EI in predicting job performance, above and beyond Big Five personality and general mental ability/intelligence (ΔR= .004 = 0.4%; O’Boyle, Humphrey, Pollack, Hawver, & Story, 2011).
In other words, ability EI does almost nothing to predict overall job performance, after one has accounted for personality and general intelligence.