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Emotional intelligence and job performance meta-analysis

  • 1.  Emotional intelligence and job performance meta-analysis

    Posted 08-01-2010 09:50
    Hi,
     
    I thought you would want to know that the Journal of Organizational Behavior, in its online "early view" section, has published a meta-analysis of EI and job performance that demonstrates that EI is a valid predictor of performance when controlling for the Big Five and cognitive intelligence. Here's the abstract:
     

    The relation between emotional intelligence and job performance: A meta-analysis

     

    Ernest H. O'Boyle Jr., Ronald H. Humphrey, Jeffrey M. Pollack, Thomas H. Hawver, and Paul A. Story

     

    This meta-analysis builds upon a previous meta-analysis by (1) including 65 per cent more studies that have over twice the sample size to estimate the relationships between emotional intelligence (EI) and job performance; (2) using more current meta-analytical studies forestimates of relationships among personality variables and for cognitive ability and job performance; (3) using the three-stream approach for classifying EI research; (4) performing tests for differences among streams of EI research and their relationships with personality and cognitive intelligence; (5) using latest statistical procedures such as dominance analysis; and (6) testing for publication bias. We classified EI studies into three streams: (1) ability-based models that use objective test items; (2) self-report or peer-report measures based on the four-branch model of EI; and (3) ''mixed models'' of emotional competencies. The three streams have corrected correlations ranging from 0.24 to 0.30 with job performance. The three streams correlated differently with cognitive ability and with neuroticism, extraversion, openness, agreeableness, and conscientiousness. Streams 2 and 3 have the largest incremental validity beyond cognitive ability and the Five Factor Model (FFM). Dominance analysis demonstrated that all three streams of EI exhibited substantial relative importance in the presence of FFM and intelligence when predicting job performance. Publication bias had negligible influence on observed effect sizes. The results support the overall validity of EI. Copyright # 2010 John Wiley & Sons, Ltd.

    Journal of Organizational Behavior

    J. Organiz. Behav. (2010)

    Published online in Wiley InterScience

    (www.interscience.wiley.com) DOI: 10.1002/job.714


    Take care,
     
    Ron Humphrey