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We welcome you back to another issue of EI Update,
the
E-Newsletter of the Consortium for Research on
Emotional
Intelligence in Organizations. News of promising,
published EI research or comments about the
newsletter may
be sent to fatos@eden.rutgers.edu
| Research Digest - |
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Law, K. S., Wong, C. S., Huang, G. H., & Li, X. (2008). The effects of emotional intelligence on job performance and life satisfaction for the research and development scientists in China. Asia Pacific Journal of Management, (25), 51-69.
This study examined the relation between EI, IQ, as measured by the Wonderlic Personnel Test, life satisfaction and job performance, as determined based on the company's formal evaluation system that evaluates performance with one of six alphabetical grades (C to A). Participants were 102 scientists working at a large computer company in Beijing, China. EI was measured using the MSCEIT and WLEIS, a 16 item self-report measure of EI developed for Chinese respondents. Results revealed that job performance was not related to IQ or any of the MSCEIT dimensions, but significantly related to two dimensions of the WLEIS (r=.26 and .20, respectively, for other's emotional appraisal and emotional regulation). After controlling for four demographic variables and IQ, the WLEIS had incremental predictive validity for both job performance and life satisfaction, whereas the MSCEIT had incremental predictive validity for life satisfaction only. The findings demonstrate that on top of IQ, WLEIS scores still account for about 10% of overall job performance. The mean scores of the four MSCEIT dimensions were significantly below the mean score of 100 for U.S. respondents and raise doubts about the validity of the MSCEIT to measure the EI of Chinese respondents.
Ozcelik, H., Langton, N., & Aldrich, H. (2008). Doing well and doing good: The relationship between leadership practices that facilitate a positive emotional climate and organizational performance. Journal of Managerial Psychology, 23(2), 186-203.
This two-wave study investigated the relationship between leadership practices that facilitate a positive emotional climate (PEC practices) and organizational outcomes after controlling for competition, age of firm, turnover and new hires rate. PEC practices included being sensitive to employees' emotional needs, encouraging employees by giving positive feedback, offering opportunities for employees' advancement, and taking initiatives to create a teamwork environment and a positive emotional climate between workers. In the first wave, the authors collected data regarding the PEC practices from 229 entrepreneurs and small business owners operating in British Columbia, Canada. The data on outcome variables, i.e. revenue, strategic growth, and outcome growth, were collected in the second wave, 18 months later. The findings revealed that PEC practices were positively related to revenue, strategic, and outcome growth and accounted for 12 percent of the variance in revenue and 8 percent of the variance in outcome growth. The findings imply that leadership practices that facilitate a positive emotional climate in an organization can make a difference in organizational-level outcomes.
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| Announcements |
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Sixth International Conference on Emotions and Organizational Life 'EMONET VI'
The Sixth Conference on Emotions and Organizational Life ('Emonet VI') will be held in Fontainebleau, France, July 17-19, 2008. The purpose of the conference is to showcase leading-edge research into the role of emotion in organizational settings. Click here for more information.
The International Conference on EI - ICEI
ICEI aims to further the understanding of EI and human performance. Join business leaders and EI experts from various communities as they gather in Chicago this June for ICEI 2008. Click here for more information.
Social Intelligence and Advances in Management
The joint conference of the 1st annual International Conference on Social Intelligence (ICSI) & 15th annual International Conference on Advances in Management (ICAM) will be held at Boston on July 16-19, 2008. The purpose of the conference is to encourage scholars to share their theory, research, and experience on multiple intelligences in order to provide effective responses to leadership challenges of the 21st century. Read more
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| Books of EI |
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 Emmerling, R. J., Shanwal, V. K., & Mandal, M. K. (Eds.) (2008). Emotional intelligence: Theoretical and cultural perspectives. Nova Science Publishers.
This book is designed to meet the growing need among researchers, graduate students, and professionals to look into the existing theoretical models as well as developing theories related to emotional intelligence. The primary aim of the book is to help readers get a view of current conceptualizations of emotional intelligence, while providing an opportunity to see how emotional intelligence has been interpreted and applied throughout the world. Psychological processes are expected to vary according to cultural meaning and practices. Recent studies indicate that emotional intelligence influences behavior in a wide range of domains including school, community, and the workplace. At the individual level, it has been said to relate to academic achievement, work performance, our ability to communicate effectively, solve everyday problems, build meaningful interpersonal relationships, and even our ability to make moral decisions. Given that emotional intelligence has the potential to increase our understanding of how individuals behave and adapt to their social environment, it is an important topic for study. - from publisher's description
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| Practice and Research Reports |
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Guidelines for Best Practice by Goleman, D., Cherniss, C., Emmerling, R., Cowan, K., & Adler, M. CREIO.
These guidelines are based on an exhaustive review of the research literature in training and development, counseling and psychotherapy, and behavior change. The guidelines are additive and synergistic; to be effective, social and emotional learning experiences need not adhere to all of these guidelines, but the chances for success increase with each one that is followed.
Doing the Work of Change (continued from the April issue newsletter)
- Provide opportunities to practice: Lasting change requires sustained practice on the job and elsewhere in life. An automatic habit is being unlearned and different responses are replacing it. Use naturally occurring opportunities for practice at work and in life. Encourage the trainees to try the new behaviors repeatedly and consistently over a period of months.
- Give performance feedback: Ongoing feedback encourages people and directs change. Provide focused and sustained feedback as the learners practice new behaviors. Make sure that supervisors, peers, friends, family members - or some combination of these - give periodic feedback on progress.
- Rely on experiential methods: Active, concrete, experiential methods tend to work best for learning social and emotional competencies. Development activities that engage all the senses and that are dramatic and powerful can be especially effective.
- Build in support: Change is facilitated through ongoing support of others who are going through similar changes (such as a support group). Programs should encourage the formation of groups where people give each other support throughout the change effort. Coaches and mentors also can be valuable in helping support the desired change.
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| Organizational Mission and Membership |
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The mission of the EI Consortium is to aid the advancement of research and practice related to emotional intelligence in organizations. The EI Consortium is currently made up of 59 members from around the world who are individuals involved in applied research in the field of EI including 5 organizational members, most of whom have been part of the Consortium for many years. We would be delighted to have more organizations join us. Organizational members partner with the Consortium for the purpose of applied research related to EI in the workplace. The EI Consortium sponsors a website, which has recently been revised and updated, where researchers and practitioners can download full-text research reports and access references.
Learn more about the benefits of membership...
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