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Emotional Intelligence in Selection Contexts: Measurement method, criterion‐related validity, and vulnerability to response distortion
Author(s) -
Christiansen Neil D.,
Janovics Jay E.,
Siers Brian P.
Publication year - 2010
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/j.1468-2389.2010.00491.x
Subject(s) - psychology , conscientiousness , incremental validity , emotional intelligence , personality , personnel selection , cognition , big five personality traits , structural equation modeling , criterion validity , social psychology , job performance , selection (genetic algorithm) , applied psychology , construct validity , psychometrics , developmental psychology , statistics , job satisfaction , extraversion and introversion , artificial intelligence , mathematics , neuroscience , computer science
Two studies examined aspects of the validity of self‐report and performance‐based measures of emotional intelligence (EI) relevant to their use in personnel selection. In Study 1, structural equation modeling indicated that a two‐factor model with separate factors for the two types of EI measures fit better than a one‐factor solution. The performance‐based EI factor was more related to cognitive ability ( R =.38) than personality ( R =.26), whereas the self‐report EI factor was more related to personality ( R =.85) than cognitive ability ( R =.09). Although the performance‐based EI factor correlated more strongly with job performance ( ρ =.24) than did that of the self‐report ( ρ =.05), it provided little incremental validity beyond cognitive ability and conscientiousness. In Study 2, participants were asked to complete the measures as if applying for a job, and mean scores were then compared with those of Study 1. Results indicated that self‐report EI measures were more vulnerable to distortion than were the performance‐based measures. Implications for the assessment of EI in personnel selection contexts are discussed.