Emotional Intelligence in Personnel Selection: Applicant reactions, criterion, and incremental validity

The incremental validity of the dark triad in predicting driving aggression

This research tested the association between the Dark Triad and driving aggression as well as the incremental validity of the Dark Triad in predicting aggressive driving and the mediation role of the Dark Triad in the relationship between Big Five personality factors and aggressive driving. 274 undergraduate students in Study 1 and 95 amateur drivers in Study 2 completed measures of the Dark Triad (Machiavellianism, Narcissism and Psychopathy), the Big Five personality factors and the aggressive driving expression. Results showed that all the Dark Triad traits were related to aggressive driving behavior in both Study 1 and Study 2 and that the Dark Triad predicted driving aggression after the effect of the Big five personality factors was controlled, with Psychopathy being the strongest predictor of driving aggression in both Study 1 and Study 2. Machiavellianism and Psychopathy mediated the relationship between Emotional Stability, Agreeableness, Conscientiousness on one hand and aggressive driving on the other hand.

The Relevance of Emotional Intelligence in Personnel Selection for High Emotional Labor Jobs

Although a large number of studies have pointed to the potential of emotional intelligence (EI) in the context of personnel selection, research in real-life selection contexts is still scarce. The aim of the present study was to examine whether EI would predict Assessment Center (AC) ratings of job-relevant competencies in a sample of applicants for the position of a flight attendant. Applicants' ability to regulate emotions predicted performance in group exercises. However, there were inconsistent effects of applicants' ability to understand emotions: Whereas the ability to understand emotions had a positive effect on performance in interview and role play, the effect on performance in group exercises was negative. We suppose that the effect depends on task type and conclude that tests of emotional abilities should be used judiciously in personnel selection procedures.

Assessing Workplace Emotional Intelligence: Development and Validation of an Ability-based Measure

Existing measures of Emotional Intelligence (EI), defined as the ability to perceive, understand, and manage emotions for productive purposes, have displayed limitations in predicting workplace outcomes, likely in part because they do not target this context. Such considerations led to the development of an ability EI measure with work-related scenarios in which respondents infer the likely emotions (perception) and combinations of emotion (understanding) that would occur to protagonists while rating the effectiveness of ways of responding (management). Study 1 (n = 290 undergraduates) used item-total correlations to select scenarios from a larger pool and Study 2 (n = 578) reduced the measure-termed the NEAT-to 30 scenarios on the basis of structural equation modeling. Study 3 (n = 96) then showed that the NEAT had expected correlations with personality and cognitive ability and Study 4 (n = 85) demonstrated convergent validity with other ability EI measures. Last, study 5 (n = 91) established that the NEAT had predictive validity with respect to job satisfaction, job stress, and job performance. The findings affirm the importance of EI in the workplace in the context of a valid new instrument for assessing relevant skills.

Does Trait Emotional Intelligence Predict Unique Variance in Early Career Success Beyond IQ and Personality?

In order to determine the contribution of emotional intelligence (EI) to career success, in this study, we analyzed the relationship between trait EI (TEI), general mental ability (GMA), the big five personality traits, and career success indicators, in a sample of 130 graduates who were in the early stages of their careers. Results from hierarchical regression analyses indicated that TEI, and especially its dimension “repair,” has incremental validity in predicting one of the career success indicators (salary) after controlling for GMA and personality. These findings provide support for the use of TEI measures as predictors of career success in the early stage.