No abstract

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front‐desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.

Across 5 different samples, totaling more than 1,600 participants from India, Indonesia, Oman, Romania, and Thailand, the authors address the question of cross-cultural replicability of a personality structure, while exploring the utility of exploratory structural equation modeling (ESEM) as a data analysis technique in cross-cultural personality research. Personality was measured with an alternative, non-Five-Factor Model (FFM) personality framework, provided by the HEXACO-PI (Lee & Ashton, 2004 ). The results show that the HEXACO framework was replicated in some of the investigated cultures. The ESEM data analysis technique proved to be especially useful in investigating the between-group measurement equivalence of broad personality measures across different cultures.

Gender-and age-related differences in the variability of various human attributes and abilities have been investigated. This article investigates the age and gender differences in the variability of Holland's six vocational dimensions with a sample including 1,519 participants, divided into four age groups: early adolescence (12-15 years old), adolescence (16-20 years old), young adulthood (21-30 years old), and adulthood (31-59 years old). The results showed nontrivial differences in the variability of vocational interests across gender and age groups alike. Although significant differences in variability were observed for all vocational interest dimensions except investigative, the most pronounced differences in variability across age and gender were observed for realistic and conventional dimensions. Generally, the observed differences in variability were larger in adolescence than in adulthood. Overall, vocational interests displayed less differentiation within the younger age groups (early adolescence and early adulthood) as compared to adulthood.

Based on four samples and more than 2,000 participants, the authors examined the structural equivalence, discriminant validity as well as criterion and incremental validity of the Romanian version of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), an ability-based measure of emotional intelligence. Results suggest that the Romanian version of the MSCEIT has a very good structural equivalence and good discriminant validity compared with measures of cognitive ability, personality (Big Five), and empathy. Also, the Romanian MSCEIT has incremental validity over personality when predicting job performance. Based on these results, the authors encourage usage of the MSCEIT as a sound measure of emotional intelligence.