Emotional intelligence is defined as the ability to perceive emotion, understand
emotion, facilitate thought with emotion, and regulate emotion. Considerable debate
exists as to whether emotional intelligence adds incremental validity above more wellknown
predictors of performance, namely the Big Five personality traits and cognitive
ability. Furthermore, no theory directly specifies the roles of separate emotional
intelligence (EI) dimensions in relationship to job performance. This paper offers several
contributions: (a) a summary of theoretical links between EI and job performance, (b)
meta-analytic incremental validity estimation for two different conceptualizations of
emotional intelligence – labeled ability EI and mixed EI – over and above cognitive
ability and Big Five personality composites, (c) estimation of Black-White and femalemale
adverse impact attributable to the use of EI for selection purposes, and (d) a
theoretical model of EI subdimensions, demonstrating that emotion regulation mediates
the effects of emotion perception and emotion understanding on job performance, and
that emotional competencies serve as partial mechanisms for the effects of
Conscientiousness and cognitive ability on performance.
| Identifer | oai:union.ndltd.org:tamu.edu/oai:repository.tamu.edu:1969.1/ETD-TAMU-3058 |
| Date | 15 May 2009 |
| Creators | Rhodes, Dana Lanay |
| Contributors | Newman, Daniel A. |
| Source Sets | Texas A and M University |
| Language | en_US |
| Detected Language | English |
| Type | Book, Thesis, Electronic Thesis, text |
| Format | electronic, application/pdf, born digital |
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