scholarly journals Examining the Psychometric Properties of the Mayer-Salovey- Caruso Emotional Intelligence Test

2013 ◽  
Vol 29 (2) ◽  
pp. 121-128 ◽  
Author(s):  
Dragos Iliescu ◽  
Alexandra Ilie ◽  
Dan Ispas ◽  
Andrei Ion
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Psychometric Properties ◽  
Cognitive Ability ◽  
Big Five ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Structural Equivalence

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.

scholarly journals Examining the Psychometric Properties of the Mayer-Salovey Caruso Emotional Intelligence Test Findings From an Eastern European Culture

2020 ◽  
Author(s):  
Dragos Iliescu ◽  
Alexandra Ilie ◽  
Dan Ispas ◽  
Andrei Ion
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Cognitive Ability ◽  
Big Five ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Eastern European ◽  
European Culture ◽  
Structural Equivalence

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.

The relationship of emotional intelligence with academic intelligence and the Big Five

2002 ◽  
Vol 16 (2) ◽  
pp. 103-125 ◽  
Author(s):  
Karen Van der Zee ◽  
Melanie Thijs ◽  
Lolle Schakel
Keyword(s):  
Emotional Intelligence ◽  
Academic Success ◽  
Big Five ◽  
Incremental Validity ◽  
Success Factor ◽  
Social Success ◽  
Self And Other ◽  
Relationship Of ◽  
The Relationship ◽  
Social And Academic Success

The present study examines the relationship of self‐ and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelligence beyond academic intelligence and personality in predicting academic and social success. A sample of 116 students filled in measures for emotional and academic intelligence, the Big Five, and indicators of social and academic success. Moreover, other ratings were obtained from four different raters on emotional intelligence and social success. Factor analysis revealed three emotional intelligence dimensions that were labelled as ‘Empathy’, ‘Autonomy’, and ‘Emotional Control’. Little evidence was found for a relationship between emotional and academic intelligence. Academic intelligence was low and inconsistently related to emotional intelligence, revealing both negative and positive interrelations. Strong relationships were found of the emotional intelligence dimensions with the Big Five, particularly with Extraversion and Emotional Stability. Interestingly, the emotional intelligence dimensions were able to predict both academic and social success above traditional indicators of academic intelligence and personality. Copyright © 2002 John Wiley & Sons, Ltd.

Measuring Perceived Emotional Intelligence in the Adolescent Population: Psychometric Properties of the Trait Meta-Mood Scale

2010 ◽  
Vol 38 (9) ◽  
pp. 1197-1209 ◽  
Author(s):  
José M. Salguero ◽  
Pablo Fernández-Berrocal ◽  
Nekane Balluerka ◽  
Aitor Aritzeta
Keyword(s):  
Emotional Intelligence ◽  
Psychometric Properties ◽  
Discriminant Validity ◽  
Emotional Experience ◽  
Personality Factors ◽  
Big Five Personality ◽  
Adolescent Population ◽  
Mood Repair ◽  
Perceived Emotional Intelligence ◽  
Mood Scale

The Trait Meta-Mood Scale (TMMS; Salovey, Mayer, Goldman, Turvey, & Palfai, 1995) is a well-established measure of perceived emotional intelligence, an aspect of emotional intelligence that includes people's beliefs and attitudes about their own emotional experience. Although the TMMS has been widely used in adult populations, until now no data have been reported on its validity in the adolescent population. In the present work we analyzed the psychometric properties of the TMMS in a sample of 1,497 adolescents aged 12 to 17. The results of the confirmatory factor analysis corroborated the 3-factor structure of the original scale (attention to feelings, clarity of feelings, and mood repair); moreover, these dimensions showed adequate reliability and correlated among themselves in the expected fashion. We also found evidence of discriminant validity with the Big Five personality factors and analyzed differences in the TMMS dimensions according to participants' age and sex. We discuss both the implications of these results and the utility of this scale in research on the emotional intelligence construct.

scholarly journals Psychometric Properties and Urdu Translation of Wong and Law Emotional Intelligence Scale (WLEIS)

2020 ◽  
Author(s):  
Munazza Zahra ◽  
Daisy Kee Mui Hung ◽  
Muhammad Usman
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Psychometric Properties ◽  
Positive Association ◽  
Three Dimensions ◽  
Validity And Reliability ◽  
Intelligence Scale ◽  
Average Variance ◽  
Rho A ◽  
Composite Reliability

<p>The purpose of this study is to translate “Wong and Law Emotional Intelligence Scale” (WLEIS; Wong & Law, 2002) into Urdu and also to determine the psychometric properties of this scale. The final (Urdu) version of the scale is checked on a sample of 315 managers of the top four private commercial banks of Pakistan after the translation process. The validity and reliability of the WLEIS were evaluated by analyzing the “Cronbach alpha”, composite reliability, rho-A, and average variance extracted. The following hypotheses were formulated after detailed literature review (a) the Urdu version of WLEIS scores were positively correlated to three dimensions of job performance (JP) (b) Work engagement (WE) mediates the association between Urdu translated dimensions of WLEIS and dimensions of JP. Reliability of the four-dimensional Urdu variant of WLEIS estimated by Cronbach's Alpha which is 0.67, 0.74, 0.77 and 0.75; rho A is 0.69, 0.76, 0.79 and 0.76 and composite reliability is .0.80, 0.84, 0.85 and 0.84 and AVE is 0.51, 0.56, 0.59 and 0.57 respectively. In addition, WLEIS-U dimensions have a statistically substantial positive association with three dimensions of JP and WE is proved to be mediator between WLEIS-U dimensions and dimensions of job performance. It has been found that the Urdu version of WLEIS in Pakistan is reliable.</p>

scholarly journals Incremental Validity of Character Strengths as Predictors of Job Performance Beyond General Mental Ability and the Big Five

2021 ◽  
Vol 12 ◽  
Author(s):  
Claudia Harzer ◽  
Natalia Bezuglova ◽  
Marco Weber
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Character Strengths ◽  
Incremental Validity ◽  
Work Behavior ◽  
Mental Ability ◽  
Web Based ◽  
General Mental Ability ◽  
Explained Variance

Over the last decades, various predictors have proven relevant for job performance [e.g., general mental ability (GMA), broad personality traits, such as the Big Five]. However, prediction of job performance is far from perfect, and further potentially relevant predictors need to be investigated. Narrower personality traits, such as individuals' character strengths, have emerged as meaningfully related to different aspects of job performance. However, it is still unclear whether character strengths can explain additional variance in job performance over and above already known powerful predictors. Consequently, the present study aimed at (1) examining the incremental validity of character strengths as predictors of job performance beyond GMA and/or the Big Five traits and (2) identifying the most important predictors of job performance out of the 24 character strengths, GMA, and the Big Five. Job performance was operationalized with multidimensional measures of both productive and counterproductive work behavior. A sample of 169 employees from different occupations completed web-based self-assessments on character strengths, GMA, and the Big Five. Additionally, the employees' supervisors provided web-based ratings of their job performance. Results showed that character strengths incrementally predicted job performance beyond GMA, the Big Five, or GMA plus the Big Five; explained variance increased up to 54.8, 43.1, and 38.4%, respectively, depending on the dimension of job performance. Exploratory relative weight analyses revealed that for each of the dimensions of job performance, at least one character strength explained a numerically higher amount of variance than GMA and the Big Five, except for individual task proactivity, where GMA exhibited the numerically highest amount of explained variance. The present study shows that character strengths are relevant predictors of job performance in addition to GMA and other conceptualizations of personality (i.e., the Big Five). This also highlights the role of socio-emotional skills, such as character strengths, for the understanding of performance outcomes above and beyond cognitive ability.

Nonverbal assessment of the Big Five personality factors

2001 ◽  
Vol 15 (1) ◽  
pp. 3-18 ◽  
Author(s):  
Sampo V. Paunonen ◽  
Michael C. Ashton ◽  
Douglas N. Jackson
Keyword(s):  
Psychometric Properties ◽  
Big Five ◽  
Discriminant Validity ◽  
Five Factor Model ◽  
Cross Cultural ◽  
Personality Factors ◽  
Big Five Personality ◽  
Personality Questionnaire ◽  
Cultural Research ◽  
Cross Cultural Research

The Nonverbal Personality Questionnaire (NPQ) is an experimental, structured, nonverbal measure of 16 personality traits. Its items lack verbal content and, therefore, the inventory is useful for cross‐cultural research. Our goal is this research was to select a subset of the NPQ items to form a new nonverbal questionnaire based on the Five‐Factor Model of personality. We describe the construction of the Five‐Factor Nonverbal Personality Questionnaire (FF‐NPQ), and present data on its psychometric properties. These data include scale internal consistencies, intercorrelations, convergences with verbal measures of the Big Five factors, discriminant validity correlations, correlations with peer ratings, and ability to predict socially important behaviour criteria such as smoking and alcohol consumption. In a second study, we report on the psychometric properties of the FF‐NPQ in an independent sample of respondents from seven different countries. The utility of the new nonverbal inventory for cross‐cultural research is discussed. Copyright © 2001 John Wiley & Sons, Ltd.

Emotional Intelligence: Toward Clarification of a Concept

2010 ◽  
Vol 3 (2) ◽  
pp. 110-126 ◽  
Author(s):  
Cary Cherniss
Keyword(s):  
Emotional Intelligence ◽  
Social Interaction ◽  
Social Competence ◽  
Job Performance ◽  
Psychometric Properties ◽  
Related Concept ◽  
The Third ◽  
Alternative Measurement ◽  
The Many ◽  
Measurement Strategies

There has been much confusion and controversy concerning the concept of emotional intelligence (EI). Three issues have been particularly bothersome. The first concerns the many conflicting definitions and models of EI. To address this issue, I propose that we distinguish between definitions and models and then adopt a single definition on which the major theorists already seem to agree. I further propose that we more clearly distinguish between EI and the related concept of emotional and social competence (ESC). The second issue that has generated concern is the question of how valid existing measures are. After reviewing the research on the psychometric properties of several popular tests, I conclude that although there is some support for many of them, they all have inherent limitations. We need to rely more on alternative measurement strategies that have been available for some time and also develop new measures that are more sensitive to context. The third area of contention concerns the significance of EI for outcomes such as job performance or leadership effectiveness. Recent research, not available to earlier critics, suggests that EI is positively associated with performance. However, certain ESCs are likely to be stronger predictors of performance than EI in many situations. Also, EI is likely to be more important in certain kinds of situations, such as those involving social interaction or significant levels of stress. Context makes a difference.

scholarly journals Psychometric Properties of the Persian Version of the Trait Emotional Intelligence Questionnaire (TEIQUE) in Students of Selected Universities in Tehran in 2016

2021 ◽  
Author(s):  
Ahmad Ashouri ◽  
◽  
Pouya Farokhnezhad Afshar2 ◽  
Hamzeh Alimoradi ◽  
Meghdad Talebizadeh ◽  
...  
Keyword(s):  
Emotional Intelligence ◽  
Psychometric Properties ◽  
Discriminant Validity ◽  
Adult Population ◽  
Well Being ◽  
Self Control ◽  
Trait Emotional Intelligence ◽  
Persian Version ◽  
Reliability Method ◽  
Trait Emotional Intelligence Questionnaire

Objective: The purpose of this study was to Standardize and evaluate the psychometric properties of Trait Emotional Intelligence Questionnaire (TEIQue) in the Persian adult population. Method: 551 students completed the Farsi version of this questionnaire, along with the Schutte Emotional Intelligence Questionnaire (SEIS) and the Neo-Five Factor Questionnaire (NEO-FFI). Results: The results of exploratory factor analysis, showed that the Persian version of the Trait Emotional Intelligence Questionnaire consists of four factors: well-being, self-control, emotionality and sociability, which is quite similar to the original study. In order to measure reliability, two methods of internal consistency and split half reliability were used. Cronbachchr('39')s alpha of .95 was calculated for global trait emotional intelligence and ranged from .69 to .90 for factors. In the split half reliability method, the Cronbachchr('39')s alpha test for the first half of the test was .92 and for the second half was .89. The convergent/discriminant validity of this questionnaire was examined using the Schutte Emotional Intelligence Questionnaire and the Neo Five Factor Questionnaire. The results showed that this questionnaire had a positive correlation with most subscales of Schutte Emotional Intelligence Questionnaire and had a negative correlation with the neuroticism subscale of the five-factor questionnaire. In this study, there were gender differences between the scores of women and men, as women had higher scores in global trait emotional intelligence and factors of well-being and emotionality. Conclusion: In general, the findings showed that the Persian version of the TEIQue has an appropriate reliability and validity for measuring this structure in the adult population of Iran.

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