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

Boyatzis, R.E. (2005). Core competencies in coaching others to overcome dysfunctional behavior. In Vanessa Druskat, Gerald Mount, & Fabio Sala, (eds.). Emotional Intelligence and Work Performance. Erlbaum. 81-95.

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.

Boyatzis, R.E. (2002). Unleashing the power of self-directed learning. In R. Sims (ed.), Changing the Way We Manage Change: The Consultants Speak. NY: Quorum Books.

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.

Boyatzis, R.E. & Oosten, E. V. (2002). Developing emotionally intelligent organizations. In Roderick Millar (ed.), International Executive Development Programmes, 7th Edition. London: Kogan Page Publishers.

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.

Boyatzis, R. E., Goleman, D., and Rhee, K. (2000). Clustering competence in emotional intelligence: Insights from the Emotional Competence Inventory (ECI)s. In R. Bar-On and J.D.A. Parker (eds.), Handbook of emotional intelligence. San Francisco: Jossey-Bass, pp. 343-362.

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.

Goleman, D. (2000). Emotional intelligence: Issues in paradigm building. In D. Goleman, & C. Cherniss (eds.), The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. San Francisco, CA: Jossey-Bass.

This this chapter, Daniel Goleman discusses current issues which confront the emerging science of emotional intelligence.

Goleman, D. (2000). An EI-based theory of performance. In D. Goleman, & C. Cherniss (eds.), The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. San Francisco, CA: Jossey-Bass.

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.

Spencer, L. M. (2000). The economic value of emotional intelligence competencies and EIC-based HR programs. In Goleman, D. and C. Cherniss,The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. San Francisco, CA: Jossey-Bass.

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

Bar-On, R. (2006). The Bar-On model of emotional-social intelligence (ESI). Psicothema, 18 , supl., 13-25.

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.

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