For a good discussion of emerging research and approaches to EI, see John D. Mayer, Richard D. Roberts, and Sigal Barsade, “Human Abilities: Emotional Intelligence,” Annual Review of Psychology 59, 1 (2008): 507-36, accessed June 2, 2016, .
III. Current Literature (10x)
a. What is emotional intelligence?
i. Its importance on a global and health aspect
b. Assess the current validity of emotional intelligence
i. Discuss human abilities – reason, thought, etc.
c. Measurement tools
i. What currently exists for measuring emotional intelligence?
ii. What’s missing and how it could be bettered
iii. Relevance in measurement – benefits
d. Health care
i. Administration towards competency
ii. Emotional intelligence in management skills
iii. The interpersonal skills involved and how training is carried out
e. What we know now about the role of emotional intelligence
i. Leadership – ‘feelings’ playing a central role in leadership process
ii. How are these SUSTAINED?
iii. Are the traits common across leaders, managers, supervisors, etc.
iv. Awareness and teaching
1. How can it be replicated?
2. Innate or taught?
This is followed by a discussion of how the aspects of emotional intelligence affect a leaders ability to make good decisions and how emotional intelligence is integral to Stephen Coveys seven habits of highly successful people and Warren Bennis beliefs on what leadership is.
This section of the EI Consortium web site is intended to keep you updated with the latest research findings. We will be summarizing the latest research in the area of emotional intelligence in the workplace by providing you with abstracts of the latest articles from the literature. We will be highlighting a different area from the scholarly literature on emotional intelligence. If you want research updates sent to you automatically, just sign up for our monthly newsletter.
There were many researchers who believed that individuals could learn and strengthen their emotional intelligence, and others claimed it to be an innate trait that people were born with....
Click to listen to an interview with co-chair of the EI Consortium. Dr. Cherniss discusses the issue of emotional intelligence and workplace burnout.
- James-Lange Theory research papers examine the theory that holds emotion as a secondary response, indirectly caused by a physiological reaction.
However, we argue that emotional intelligence should be considered the “fourth enabler” of successful implementation of the H.P.C.. Of the several E.I. qualities that are extremely valuable in disaster response, let us focus the remainder of this essay on two of them—self-awareness and empathy—and briefly discuss each of these competencies and their applicability to the Humanitarian Program Cycle.
The show is about the , a book written by a respected colleague, Dr. Maurice Elias, an expert in parenting and emotional and social intelligence. Dr. Elias wrote a book tying Judaism and emotional intelligence together to help parents with the challenging, compelling task of raising emotionally healthy children. And while there are fascinating links to Judaism the book is really for everybody. Click to listen to the interview.
Click to listen to an interview with , the newly appointed leader of the Center of Emotional Intelligence which will begin operation at Yale University in April, 2013. In this interview Dr. Brackett shares his vision for the new center.
has released a new video series outlining the 12 competencies of emotional intelligence in . The series features in-depth video interviews with, George Kohlrieser, Richard Davidson, , and about how to foster emotionally intelligent leadership skills from an individual and organizational standpoint. It includes research-based evidence to show how EI competences differentiate performance, and specific methods to integrate these findings for effective leadership.
What is critical thinking and how might it relate to "the bringing of intelligence to bear on emotions?" If we provisionally understand critical thinking as Robert Ennis defines it, namely, as "rational reflective thinking concerned with what to do or believe," then it clearly implicitly implies the capacity to bring reason to bear on emotions, if for no other reason than that our emotions and feelings are deeply inter involved with our beliefs and actions.
O'Boyle, E. H., Jr., R. H. Humphrey, et al. (2011). The relation between emotional intelligence and job performance: A meta-analysis. Journal of Organizational Behavior, 32(5), 788-818.
This meta-analysis builds upon a previous meta-analysis by (1) including 65 per cent more studies that have over twice the sample size to estimate the relationships between emotional intelligence (EI) and job performance; (2) using more current meta-analytical studies for estimates of relationships among personality variables and for cognitive ability and job performance; (3) using the three-stream approach for classifying EI research; (4) performing tests for differences among streams of EI research and their relationships with personality and cognitive intelligence; (5) using latest statistical procedures such as dominance analysis; and (6) testing for publication bias. We classified EI studies into three streams: (1) ability-based models that use objective test items; (2) self-report or peer-report measures based on the four-branch model of EI; and (3) ''mixed models'' of emotional competencies. The three streams have corrected correlations ranging from 0.24 to 0.30 with job performance. The three streams correlated differently with cognitive ability and with neuroticism, extroversion, openness, agreeableness, and conscientiousness. Streams 2 and 3 have the largest incremental validity beyond cognitive ability and the Five Factor Model (FFM). Dominance analysis demonstrated that all three streams of EI exhibited substantial relative importance in the presence of FFM and intelligence when predicting job performance. Publication bias had negligible influence on observed effect sizes. The results support the overall validity of EI.
In short, the truly intelligent person is not a disembodied intellect functioning in an emotional wasteland, but a deeply committed mindful person, full of passion and high values, engaged in effective reasoning, sound judgment, and wise conduct.