Emotional Intelligence (EI) has been used in the workplace to predict performance and even to select new employees. Although, emotional intelligence has been studied for years now, it still does not have a firm standing and there is confusion about what it is exactly and if it could be called intelligence. There are three types of emotional intelligence: Ability EI, Mixed EI, and Trait EI. Ability EI is based on Mayer and Salovey’s (1999) definition, which is stated as “The ability to monitor one’s own and others feelings and emotions, to discriminate among them and to use this information to guide ones thinking” (Mayer and Salovey, 1999). This definition includes four facets of EI: Understanding Emotion, Perceiving Emotion, Using Emotion and Managing Emotion. On the other hand, Petrides and Furnham (2001) defined trait EI as “ a constellation of emotional self-perceptions located at the low levels of personality hierarchies. For this definition, EI is conceptualized as a personality trait, while ability trait conceptualizes it as pertaining more to cognitive ability. Lastly, the mixed model EI is the most heard of, due to media exposure. It comes from Goleman’s (2006) definition of EI and it combines trait and ability EI.
Mayer, Salovey and Caruso (2001) define EI as “the ability to recognize the meanings of emotions and their relationships and to use them as a basis of reasoning and problem solving”. This definition differs from trait EI due to its focus on cognitive abilities that are used when emotions are involved. It includes four facets: perceiving emotions of oneself and others, the use of emotions to facilitate thinking, understanding emotions (emotional language and signals), and mana...
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... might not reflect our predictions. Future research, might want to see the relationship between race, job performance and EI.
Another possible confound is career commitment of an employee. Job performance is influenced by career commitment; it affects overall performance (Somers and Birnbaum, 1998). If employees are not committed to their job they are more likely to slack off and affect their views of their co-workers and bosses. Therefore, their ratings will be affected. Also, by slacking off they are less likely to have promotions. Career commitment is also involved in turnover; employees are more likely to change their jobs constantly if they do not have a commitment to their career or the company. Future research, might try to obtain records of the time the employee has been with the company to control for turnover effects and career commitment of the employee.
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