Department of Psychology.
Department of Psychology, University of Illinois at Urbana- Champaign.
J Appl Psychol. 2015 Mar;100(2):298-342. doi: 10.1037/a0037681. Epub 2014 Sep 22.
Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can robustly predict job performance beyond cognitive ability and Big Five personality traits (Joseph & Newman, 2010b; O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011). These criterion-related validity results are problematic, given the paucity of evidence and the questionable construct validity of mixed EI measures themselves. In the current research, we update and reevaluate existing evidence for mixed EI, in light of prior work regarding the content of mixed EI measures. Results of the current meta-analysis demonstrate that (a) the content of mixed EI measures strongly overlaps with a set of well-known psychological constructs (i.e., ability EI, self-efficacy, and self-rated performance, in addition to Conscientiousness, Emotional Stability, Extraversion, and general mental ability; multiple R = .79), (b) an updated estimate of the meta-analytic correlation between mixed EI and supervisor-rated job performance is ρ = .29, and (c) the mixed EI-job performance relationship becomes nil (β = -.02) after controlling for the set of covariates listed above. Findings help to establish the construct validity of mixed EI measures and further support an intuitive theoretical explanation for the uncommonly high association between mixed EI and job performance--mixed EI instruments assess a combination of ability EI and self-perceptions, in addition to personality and cognitive ability.
最近的实证综述声称，工作绩效与自我报告的情绪智力（也通常称为特质 EI 或混合 EI）之间存在惊人的强关系，表明自我报告/混合 EI 是预测工作绩效的最佳指标之一（例如，ρ =.47；Joseph & Newman，2010b）。研究结果进一步表明，混合 EI 可以在认知能力和大五人格特质之外稳健地预测工作绩效（Joseph & Newman，2010b；O'Boyle、Humphrey、Pollack、Hawver 和 Story，2011）。鉴于混合 EI 测量本身的证据不足和可疑的结构效度，这些效标关联效度结果存在问题。在当前的研究中，我们根据先前关于混合 EI 测量内容的工作，更新和重新评估了现有关于混合 EI 的证据。当前元分析的结果表明：（a）混合 EI 测量的内容与一组知名的心理结构高度重叠（即，能力 EI、自我效能和自我评估绩效，以及尽责性、情绪稳定性、外向性和一般智力；多元 R =.79），（b）混合 EI 与主管评定的工作绩效之间的元分析相关系数的更新估计值为 ρ =.29，以及（c）在控制了上述一系列协变量后，混合 EI-工作绩效关系变为零（β = -.02）。研究结果有助于建立混合 EI 测量的结构效度，并进一步支持了一个直观的理论解释，即混合 EI 与工作绩效之间的异常高关联——混合 EI 工具评估了能力 EI 和自我认知的组合，以及人格和认知能力。
