- Business Case for Emotional Intelligence
- Do Emotional Intelligence Programs Work?
- Emotional Competence Framework
- Emotional Intelligence: What it is and Why it Matters
- Executives' Emotional Intelligence (mis) Perceptions
- Guidelines for Best Practice
- Guidelines for Securing Organizational Support For EI
- Johnson & Johnson Leadership Study
- Ontario Principals’ Council Leadership Study
- Technical Report on Developing Emotional Intelligence
- Emotional Intelligence Quotient (EQ-i)
- Emotional & Social Competence Inventory 360 (ESCI)
- Emotional & Social Competence Inventory-University (ESCI-U)
- Genos Emotional Intelligence Inventory (Genos EI)
- Group Emotional Competence Inventory (GEC)
- Mayer Salovey Caruso Emotional Intelligence Test (MSCEIT)
- Schutte Self-Report Inventory (SSRI)
- Trait Emotional Intelligence Questionnaire (TEIQue)
- Wong's Emotional Intelligence Scale
- Work Group Emotional Intelligence Profile (WEIP)
- Model Programs
- Achievement Motivation Training
- Care Giver Support Program
- Competency-Based Selection
- Emotional Competence Training - Financial Advisors
- Executive Coaching
- Human Relations Training
- Interaction Management
- Interpersonal Conflict Management - Law Enforcement
- Interpersonal Effectiveness Training - Medical Students
- JOBS Program
- Self-Management Training to Increase Job Attendance
- Stress Management Training
- Weatherhead MBA Program
- Williams' Lifeskills Program
- Article Reprints
Work Group Emotional Intelligence Profile (WEIP)
The Work Group Emotional Intelligence Profile (WEIP) is a self-report measure designed to measure emotional intelligence of individuals in teams. The measure employs a seven-point reference format ranging from 1 (strong disagree) to 7 (strongly agree), with items encouraging reflection on one's own behavior, such as "I am aware of my own feelings when working in a team" and "I am able to describe accurately the way others in the team are feeling."
Many tests that promise to measure emotional intelligence have appeared in recent years. Some of these tests seem promising, but many have not been empirically evaluated. As a service to our visitors, we have reviewed many of these tests and selected those for which there is a substantial body of research (at least five published journal articles or book chapters that provide empirical data based on the test). However, inclusion of a test on this web site does not constitute an endorsement of that test by CREIO.
The WEIP6 captures two dimensions of emotional intelligence: Ability to Deal with Own Emotions (Scale 1: 18 items) and Ability to Deal with Others' Emotions (Scale 2: 12 items) discerned by Jordan et al. (2002). Scales 1 and 2 are delineated into 5 subscales. Scale 1 is composed of the subscales Ability to Recognize Own Emotions, Ability to Discuss Own Emotions, and Ability to Manage Own Emotions. Scale 2 is composed of the subscales Ability to Recognize Others' Emotions and Ability to Manage Others' Emotions. Team emotional intelligence is measured by calculating the average scores of the WEIP6 for all team members.
Adeyemo, D. A. (2008). Demographic characteristics and emotional intelligence among workers in some selected organizations in Oyo State, Nigeria. VISION—The Journal of Business Perspective, 12(1).
Ayoko, O. B., Callan, V. J., & Hartel, C. E. J. (2008). The influence of team emotional climate on conflict and team members' reactions to conflict. Small Group Research, 39(2), 121-149.
Jordan, P. J., Ashkanasy, N. M., Hartel C. E. J., & Hooper, G. S. (2002). Workgroup emotional intelligence scale development and relationship to team process effectiveness and goal focus. Human Resource Management Review, 12, 195-214.
Jordan, P. J. & Troth, A. C. (2004). Managing emotions during team problem solving: Emotional intelligence and conflict resolution. Human Performance, 17(2), 195-218.
Kellett, J. B., Humphrey, R. H., & Sleeth, R. G. (2006). Empathy and the emergence of task and relations leaders. Leadership Quarterly, 17, 146-162.
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