Construct and Criterion‐Related Validation of a Measure of Emotional Reasoning Skills: A two‐study investigation

Blickle, Gerhard; Momm, Tassilo S.; Kramer, Jochen; Mierke, Jan; Liu, Yongmei; Ferris, Gerald R.

doi:10.1111/j.1468-2389.2009.00455.x

Cited by 31 publications

(20 citation statements)

References 87 publications

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“…To additionally ensure that we sampled employees working in jobs with complex task demands, we administered a short version of the Environment‐Structure Test (Umwelt‐Struktur‐test; Bergmann & Eder, ; Blickle, Momm, et al, 2009). The test measures Holland's () six general occupational job demands (i.e., realistic, investigative, artistic, social, enterprising, and conventional).…”

Section: Methodsmentioning

confidence: 99%

The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context

et al. 2012

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Summary Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.

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Section: Methodsmentioning

confidence: 99%

The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context

et al. 2012

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“…So far, initial steps have been taken to use the SJT format for measuring EI. For instance, some subtests of the MSCEIT (e.g., Emotion Management), the Levels of Emotional Awareness Scale (Lane, Quinlan, Schwartz, Walker, & Zeitlin, 1990), and the Test of Emotional Intelligence (Blickle et al., 2009) consist of SJT‐like items. MacCann and Roberts (2008) have created two full‐blown paper‐and pencil EI SJTs.…”

Section: Assessing Emotional Intelligence With Situational Judgment Tmentioning

confidence: 99%

Validity evidence for the situational judgment test paradigm in emotional intelligence measurement

Libbrecht

Lievens

2012

Int J Psychol

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To date, various measurement approaches have been proposed to assess emotional intelligence (EI). Recently, two new EI tests have been developed based on the situational judgment test (SJT) paradigm: the Situational Test of Emotional Understanding (STEU) and the Situational Test of Emotion Management (STEM). Initial attempts have been made to examine the construct-related validity of these new tests; we extend these findings by placing the tests in a broad nomological network. To this end, 850 undergraduate students completed a personality inventory, a cognitive ability test, a self-report EI test, a performance-based EI measure, the STEU, and the STEM. The SJT-based EI tests were not strongly correlated with personality and fluid cognitive ability. Regarding their relation with existing EI measures, the tests did not capture the same construct as self-report EI measures, but corresponded rather to performance-based EI measures. Overall, these results lend support for the SJT paradigm for measuring EI as an ability.

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“…Previous research has demonstrated discriminant validity of TEMINT with General Mental Ability (Amelang & Steinmayr, 2006) and Verbal Intelligence (Blickle, Kramer, & Mierke, 2010). Recently, Blickle, Momm, Kramer, Mierke, Liu, and Ferris (2009) found that TEMINT scores were related to emotion recognition ability, emotional empathy, and effective social functioning. In addition, they reported that the TEMINT scores explained additional variance in overall job performance ratings beyond general mental ability and personality traits.…”

Section: Introductionmentioning

confidence: 99%

Construct Validation of the Test of Emotional Intelligence (TEMINT)

Blickle

Momm

Liu

et al. 2011

European Journal of Psychological Assessment

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This research seeks to further validate the Test of Emotional Intelligence (TEMINT), an ability-based measure of emotional reasoning skills that has accrued an impressive record of validating evidence. With a sample of 192 university students, Study 1 showed that TEMINT was associated most closely with the “understanding emotion” branch of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT – Mayer, Salovey, & Caruso, 2002 ). Study 2 was a longitudinal study with 71 employees over 2 years. TEMINT moderated both the getting-ahead motive – income relationship, and the getting-ahead motive – perceived marketability relationship, giving empirical support to the social facilitator role of emotional reasoning skills. Implications and limitations are discussed.

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Construct and Criterion‐Related Validation of a Measure of Emotional Reasoning Skills: A two‐study investigation

Cited by 31 publications

References 87 publications

The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context

The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context

Validity evidence for the situational judgment test paradigm in emotional intelligence measurement

Construct Validation of the Test of Emotional Intelligence (TEMINT)

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