EI Newsletter
Chapter and Article Reprints
Click on the links below to view the full-text of the following book chapters. Chapters can be viewed in HTML and, in most cases, a PDF file is also available for download. All the following book chapters have been posted here with the permisison of the publihsers and authors.
Book Chapters
In this chapter, Richard Boyatzis discusses issues related to coaching others to be more effective. The author shares research findings which show the specific competencies demonstrated by effective coaches.
In this chapters, Richard Boyatzis reviews research which demonstrates that social and emotional competencies can be developed in adults. He also goes on to outline a theory of self-directed learning.
In this chapter, the authors use an applied case study to document the process by which a transportation company implemented a major initiative related to emotional intelligence.
In this chapter, we will briefly describe a model of emotional intelligence based on the competencies that enable a person to demonstrate intelligent use of their emotions in managing themselves and working with others to be effective at work. The history and development, as well as preliminary statistical results from a new test based on this model, the Emotional Competence Inventory (ECI), will be reported. The implications for a theory of performance in work settings and an integrated personality theory will be mentioned in emphasizing the importance of clusters of competencies in predicting performance and making links to all levels of the human psyche.
This this chapter, Daniel Goleman discusses current issues which confront the emerging science of emotional intelligence.
In this chapter, Daniel Goleman outlines a theory of emotional intelligence as a theory of work performance. He also defines his theory of emotional intelligence competencies and relates this theory to other theories within the emotional intelligence paradigm.
In this chapter from the book The Emotionally Intelligent Workplace, Dr. Lyle Spencer provides professional, ethical and legal reasons for establishing the reliability and validity of any EIC measure or HR practices based on EI "that affect an employee's status in an organization, thus subject to scrutiny for adverse impact, outlining specific methods for calculating the economic value (EVA) added by EIC. Also included are meta-analytic findings for the effect size changes and EVA EIC-based selection, training and performance management can provide, as well as protocols for developing "business cases" for EI research and applications: value analysis, expected value added, sensitivity analysis,cost: benefit and return on investment calculation. The chapter also provides data collection instruments and spreadsheet templates for all analyses discussed.
Articles
In two studies, the authors examined whether people who are high in emotional intelligence (EI) make more accurate forecasts about their own affective responses to future events. All participants completed a performance measure of EI (the Mayer-Salovey-Caruso Emotional Intelligence Test) as well as a self-report measure of EI. Affective forecasting ability was assessed using a longitudinal design in which participants were asked to predict how they would feel and report their actual feelings following three events in three different domains: politics and academics (Study 1) and sports (Study 2). Across these events, individual differences in forecasting ability were predicted by participants’ scores on the performance measure, but not the self-report measure, of EI; high-EI individuals exhibited greater affective forecasting accuracy. Emotion Management, a subcomponent of EI, emerged as the strongest predictor of forecasting ability.
When assessed with performance measures, Emotional Intelligence (EI) correlates positively with the quality of social relationships. However, the bases of such correlations are not understood in terms of cognitive and neural information processing mechanisms. The authors investigated whether a performance measure of EI is related to reasoning about social situations (specifically social exchange reasoning) using versions of the Wason Card Selection Task. In an fMRI study (N=16), higher EI predicted hemodynamic responses during social reasoning in the left frontal polar and left anterior temporal brain regions, even when controlling for responses on a very closely matched task (precautionary reasoning). In a larger behavioral study (N=48), higher EI predicted faster social exchange reasoning, after controlling for precautionary reasoning. The results are the first to directly suggest that EI is mediated in part by mechanisms supporting social reasoning and validate a new approach to investigating EI in terms of more basic information processing mechanisms.
This study examined the relation between EI, as measured by the MSCEIT, and workplace outcomes of 44 analysts and clerical employees from the finance department of a Fortune 400 insurance company. Results revealed that high EI employees received greater merit increases and held higher company rank than their counterparts. These employees also received better peer and/or supervisor ratings of interpersonal facilitation and stress tolerance. With few exceptions, relations between EI and workplace outcomes remained statistically significant after controlling for other predictors, including age, gender, education, verbal ability, the Big Five personality traits, and trait affect.
Three studies presented in this article examined the relationship between self-report and performance measures of EI and the role of EI in actual social competence, as measured by evaluating participants' observable behaviors in a social interaction with a same sex confederate. Participants were undergraduate college students affiliated with 3 different universities. Results of the studies yielded two primary findings: (a) self-ratings of EI, as assessed by the Self-Rated Emotional Intelligence Scale (SREIS), and performance measures of EI, as assessed by the MSCEIT, were not strongly correlated; and (b) after statistically controlling for personality, the MSCEIT was associated with perceived and actual social competence for men, whereas the SREIS was generally unrelated to social competence for both genders. Results indicated that perceptions of one's EI and emotional abilities are not an accurate indicator of EI and actual social competence.
In the article, Reuven BarOn provides a detailed outline of his theory of Emotional-Social Intelligence and provides a review of research related to this theory.
In this article the we seek to raise issues and air questions that have arisen along with the growing interest in emotional intelligence. We hope to catalyze a dialogue among all those with serious interests in the area, to surface hidden assumptions, correct mistaken impressions, and survey a range of opinions. Such open dialogue, we believe, can pay off to the degree it strengthens the research and thinking that are the foundations of the field-both in theory and in applications.
Just what is this thing called emotional intelligence (EI)? The answer, to a large extent, depends on who you ask. EI has served as a sort of conceptual inkblot, an unstructured notion that is open to a vast number of interpretations. The article, Emotional Intelligence: Issues and Common Misunderstandings, by Robert Emmerling and Daniel Goleman provides a balanced and diplomatic overview of this new field, and of the various inkblot percepts. Their article is descriptive, and it is my hope that they, and others, will help to further advance the field through prescriptive articles.
David Caruso’s insightful and well-balanced response characterizes the three main models of EI in terms of a framework hinted at in my essay with Robert Emmerling. Caruso then proposes that the three main models in the field each belong in a different domain: the Bar-On model reflecting a “trait” approach, my own a “competence” perspective, and the Mayer-Salovey model an “intelligence” theory.