Emotional Intelligence: An Integrative Meta-Analysis and Cascading Model
Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intel...
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creator | Joseph, Dana L Newman, Daniel A |
description | Research and valid
practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity
regarding (a) the relative roles of emotion perception, emotion understanding, and emotion
regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive
intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets
of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors
propose and then test a theoretical model that integrates these factors. They specify a
progressive (cascading) pattern among ability-based EI facets, in which emotion perception must
causally precede emotion understanding, which in turn precedes conscious emotion regulation and
job performance. The sequential elements in this progressive model are believed to selectively
reflect Conscientiousness, cognitive ability, and Neuroticism, respectively.
"Mixed-based" measures of EI are expected to explain variance in job
performance beyond cognitive ability and personality. The cascading model of EI is empirically
confirmed via meta-analytic data, although relationships between ability-based EI and job
performance are shown to be inconsistent (i.e., EI positively predicts performance for high
emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender
and race differences in EI are also meta-analyzed. Implications for linking the EI fad in
personnel selection to established psychological theory are discussed. |
doi_str_mv | 10.1037/a0017286 |
format | Article |
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practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity
regarding (a) the relative roles of emotion perception, emotion understanding, and emotion
regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive
intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets
of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors
propose and then test a theoretical model that integrates these factors. They specify a
progressive (cascading) pattern among ability-based EI facets, in which emotion perception must
causally precede emotion understanding, which in turn precedes conscious emotion regulation and
job performance. The sequential elements in this progressive model are believed to selectively
reflect Conscientiousness, cognitive ability, and Neuroticism, respectively.
"Mixed-based" measures of EI are expected to explain variance in job
performance beyond cognitive ability and personality. The cascading model of EI is empirically
confirmed via meta-analytic data, although relationships between ability-based EI and job
performance are shown to be inconsistent (i.e., EI positively predicts performance for high
emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender
and race differences in EI are also meta-analyzed. Implications for linking the EI fad in
personnel selection to established psychological theory are discussed.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/a0017286</identifier><identifier>PMID: 20085406</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Attitudes ; Biological and medical sciences ; Cognitive abilities ; Cognitive ability ; Emotional Intelligence ; Emotional regulation ; Emotional States ; Emotions ; Employee Performance Appraisal ; Female ; Five factor model ; Fundamental and applied biological sciences. Psychology ; Human ; Human Sex Differences ; Humans ; Intelligence ; Job Performance ; Male ; Meta-analysis ; Occupational psychology ; Perception ; Personality ; Personality traits ; Personnel selection ; Psychological Theory ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Racial and Ethnic Differences ; Regulation ; Sex differentiation ; Sex Factors ; Social Control, Informal ; Social psychology ; Sociology of work ; Studies ; Systematic review ; Work condition. Job performance. Stress ; Workplace - psychology</subject><ispartof>Journal of applied psychology, 2010-01, Vol.95 (1), p.54-78</ispartof><rights>2010 American Psychological Association</rights><rights>2015 INIST-CNRS</rights><rights>Copyright 2009 APA, all rights reserved.</rights><rights>Copyright American Psychological Association Jan 2010</rights><rights>2010, American Psychological Association</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-a492t-26ea66d8f03f252fb1e082a455663dfa9b6f3d8bc645a5815dcd1bd433f8a2d03</citedby></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,780,784,4024,27923,27924,27925,30999,31000</link.rule.ids><backlink>$$Uhttp://pascal-francis.inist.fr/vibad/index.php?action=getRecordDetail&idt=22328107$$DView record in Pascal Francis$$Hfree_for_read</backlink><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/20085406$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><contributor>Kozlowski, Steve W. J</contributor><creatorcontrib>Joseph, Dana L</creatorcontrib><creatorcontrib>Newman, Daniel A</creatorcontrib><title>Emotional Intelligence: An Integrative Meta-Analysis and Cascading Model</title><title>Journal of applied psychology</title><addtitle>J Appl Psychol</addtitle><description>Research and valid
practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity
regarding (a) the relative roles of emotion perception, emotion understanding, and emotion
regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive
intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets
of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors
propose and then test a theoretical model that integrates these factors. They specify a
progressive (cascading) pattern among ability-based EI facets, in which emotion perception must
causally precede emotion understanding, which in turn precedes conscious emotion regulation and
job performance. The sequential elements in this progressive model are believed to selectively
reflect Conscientiousness, cognitive ability, and Neuroticism, respectively.
"Mixed-based" measures of EI are expected to explain variance in job
performance beyond cognitive ability and personality. The cascading model of EI is empirically
confirmed via meta-analytic data, although relationships between ability-based EI and job
performance are shown to be inconsistent (i.e., EI positively predicts performance for high
emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender
and race differences in EI are also meta-analyzed. Implications for linking the EI fad in
personnel selection to established psychological theory are discussed.</description><subject>Attitudes</subject><subject>Biological and medical sciences</subject><subject>Cognitive abilities</subject><subject>Cognitive ability</subject><subject>Emotional Intelligence</subject><subject>Emotional regulation</subject><subject>Emotional States</subject><subject>Emotions</subject><subject>Employee Performance Appraisal</subject><subject>Female</subject><subject>Five factor model</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Human</subject><subject>Human Sex Differences</subject><subject>Humans</subject><subject>Intelligence</subject><subject>Job Performance</subject><subject>Male</subject><subject>Meta-analysis</subject><subject>Occupational psychology</subject><subject>Perception</subject><subject>Personality</subject><subject>Personality traits</subject><subject>Personnel selection</subject><subject>Psychological Theory</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Racial and Ethnic Differences</subject><subject>Regulation</subject><subject>Sex differentiation</subject><subject>Sex Factors</subject><subject>Social Control, Informal</subject><subject>Social psychology</subject><subject>Sociology of work</subject><subject>Studies</subject><subject>Systematic review</subject><subject>Work condition. Job performance. Stress</subject><subject>Workplace - psychology</subject><issn>0021-9010</issn><issn>1939-1854</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2010</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>7QJ</sourceid><recordid>eNqF0c1LHDEYBvAgLe7WCj31WIrFKoXRN5-THEXWDxB6qefwTiYps8zOTJOZg_-9WXZVFNmecvnx8OZ5CPlC4YwCL88RgJZMqz0yp4abgmopPpA5AKOFAQoz8imlZUaCG9gnMwaQBag5-bpY9WPTd9h-v-1G37bNX985_5l8DNgmf7h9D8j91eLP5U1x9_v69vLirkBh2Fgw5VGpWgfggUkWKupBMxRSKsXrgKZSgde6ckpIlJrK2tW0qgXnQSOrgR-Qk03uEPt_k0-jXTXJ5TOw8_2UbClYybhW-v-ScylBK5Hlz52Sl8yY3FCGR2_gsp9iriJZRUUO00bsQozyXDYr18edbpCLfUrRBzvEZoXxwVKw64Xs00KZftvmTdXK18_waZIMjrcAk8M2ROxck14c40xTKLP7tXE4oB3Sg8M4Nq71yU0x-m60OLTWSEutXP_ix_v4lXoEG_Ku0Q</recordid><startdate>201001</startdate><enddate>201001</enddate><creator>Joseph, Dana L</creator><creator>Newman, Daniel A</creator><general>American Psychological Association</general><scope>IQODW</scope><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>7QJ</scope><scope>8BJ</scope><scope>FQK</scope><scope>JBE</scope><scope>7RZ</scope><scope>PSYQQ</scope><scope>7X8</scope></search><sort><creationdate>201001</creationdate><title>Emotional Intelligence</title><author>Joseph, Dana L ; Newman, Daniel A</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a492t-26ea66d8f03f252fb1e082a455663dfa9b6f3d8bc645a5815dcd1bd433f8a2d03</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2010</creationdate><topic>Attitudes</topic><topic>Biological and medical sciences</topic><topic>Cognitive abilities</topic><topic>Cognitive ability</topic><topic>Emotional Intelligence</topic><topic>Emotional regulation</topic><topic>Emotional States</topic><topic>Emotions</topic><topic>Employee Performance Appraisal</topic><topic>Female</topic><topic>Five factor model</topic><topic>Fundamental and applied biological sciences. Psychology</topic><topic>Human</topic><topic>Human Sex Differences</topic><topic>Humans</topic><topic>Intelligence</topic><topic>Job Performance</topic><topic>Male</topic><topic>Meta-analysis</topic><topic>Occupational psychology</topic><topic>Perception</topic><topic>Personality</topic><topic>Personality traits</topic><topic>Personnel selection</topic><topic>Psychological Theory</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. Psychophysiology</topic><topic>Racial and Ethnic Differences</topic><topic>Regulation</topic><topic>Sex differentiation</topic><topic>Sex Factors</topic><topic>Social Control, Informal</topic><topic>Social psychology</topic><topic>Sociology of work</topic><topic>Studies</topic><topic>Systematic review</topic><topic>Work condition. Job performance. Stress</topic><topic>Workplace - psychology</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Joseph, Dana L</creatorcontrib><creatorcontrib>Newman, Daniel A</creatorcontrib><collection>Pascal-Francis</collection><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><collection>Access via APA PsycArticles® (ProQuest)</collection><collection>ProQuest One Psychology</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of applied psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Joseph, Dana L</au><au>Newman, Daniel A</au><au>Kozlowski, Steve W. J</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Emotional Intelligence: An Integrative Meta-Analysis and Cascading Model</atitle><jtitle>Journal of applied psychology</jtitle><addtitle>J Appl Psychol</addtitle><date>2010-01</date><risdate>2010</risdate><volume>95</volume><issue>1</issue><spage>54</spage><epage>78</epage><pages>54-78</pages><issn>0021-9010</issn><eissn>1939-1854</eissn><coden>JAPGBP</coden><abstract>Research and valid
practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity
regarding (a) the relative roles of emotion perception, emotion understanding, and emotion
regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive
intelligence and Big Five personality; and (c) application of the EI label to 2 distinct sets
of constructs (i.e., ability-based EI and mixed-based EI). In the current article, the authors
propose and then test a theoretical model that integrates these factors. They specify a
progressive (cascading) pattern among ability-based EI facets, in which emotion perception must
causally precede emotion understanding, which in turn precedes conscious emotion regulation and
job performance. The sequential elements in this progressive model are believed to selectively
reflect Conscientiousness, cognitive ability, and Neuroticism, respectively.
"Mixed-based" measures of EI are expected to explain variance in job
performance beyond cognitive ability and personality. The cascading model of EI is empirically
confirmed via meta-analytic data, although relationships between ability-based EI and job
performance are shown to be inconsistent (i.e., EI positively predicts performance for high
emotional labor jobs and negatively predicts performance for low emotional labor jobs). Gender
and race differences in EI are also meta-analyzed. Implications for linking the EI fad in
personnel selection to established psychological theory are discussed.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><pmid>20085406</pmid><doi>10.1037/a0017286</doi><tpages>25</tpages></addata></record> |
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subjects | Attitudes Biological and medical sciences Cognitive abilities Cognitive ability Emotional Intelligence Emotional regulation Emotional States Emotions Employee Performance Appraisal Female Five factor model Fundamental and applied biological sciences. Psychology Human Human Sex Differences Humans Intelligence Job Performance Male Meta-analysis Occupational psychology Perception Personality Personality traits Personnel selection Psychological Theory Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Racial and Ethnic Differences Regulation Sex differentiation Sex Factors Social Control, Informal Social psychology Sociology of work Studies Systematic review Work condition. Job performance. Stress Workplace - psychology |
title | Emotional Intelligence: An Integrative Meta-Analysis and Cascading Model |
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