Measuring emotional intelligence: content, construct and criterion‐related validity

Abstract

Many authors claim there is a paucity of evidence for the validity of measures of emotional intelligence (EI). This paper summarises existing information on the reliability and validity of two measures of EI, the Dulewicz and Higgs EIQ and the Bar‐on EQ‐i. It also reports the results of a study on middle managers which investigated the degree to which these two EI instruments measure the same constructs: their concurrent/criterion‐related validity; and the relationship between EI and morale and stress at work. Correlations between the two instruments showed content and construct validity, with 16 out of the 20 hypothesised relationships between scales being significant. Correlations between various measures of morale and stress at work and EIQ demonstrated construct validity. Significant relationships were also found between EIQ and current job performance, thus providing further evidence of concurrent/criterion‐related validity.

A study of relationship between emotional intelligence and innovative work behavior of managers

“…Dulewicz et al (2003) stated that the emotional intelligence could be defined based on what relates to our awareness of sensations and emotions and administering it, affecting and influencing the others, persisting and balancing the self-motivation and stimulating it through sense, moral and conscientious behavior (Samadi & Keyvan, 2013). On the other hand, Cherniss and Adlet (2000) stated emotional intelligence as "the ability of controlling the self-emotions, its application in good decision makings and working effectively" (Nwokah & Ahiauzu, 2010).…”

The psychometric properties of the Schutte Emotional Intelligence Scale

“…the purpose of this paper is to explore the construct of Ei (including its measurement) from a theoretical viewpoint and to establish the psychometric properties of the SEiS (1998). Dulewicz et al (2003) state that Ei is not a new concept. Mayer, Salovey and Caruso (2004) define the concept of EI as the capacity to reason about emotions, and of emotions to enhance thinking.…”

Emotional Intelligence: The Most Potent Factor of Job Performance Among Executives

“…Highly emotionally intelligent executives are more punctual and take maximum initiatives on the job, they put much amount of efforts to expended their job and have better work performance as compared to their counterparts. The finding is according to (Dulewicz et al, 2003) that found managers' emotional intelligence correlated positively with quality of work life and morale, also (Brackett et al, 2004) concluded that low scores on EI were associated with poor quality peer relations. (Suliman & Al-Shaikh, 2007) revealed that employees with higher levels of EI were found to report higher levels of readiness to create and innovate.…”