The concept of emotional intelligence (EI) has garnered significant attention in organizational psychology, with proponents arguing that it enhances workplace performance beyond traditional cognitive measures. However, a critical examination reveals that EI's predictive validity is often overstated. Meta-analyses indicate that, after controlling for personality traits and general intelligence, the incremental variance explained by EI in job performance is minimal. Furthermore, the construct's definition remains diffuse, encompassing abilities, traits, and mixed models, which complicates empirical measurement. This ambiguity raises concerns about the practical utility of EI in personnel selection, as self-report measures may be susceptible to social desirability bias, while ability-based tests show inconsistent correlations with outcomes. Consequently, while EI may foster interpersonal dynamics, its standalone value as a selection tool warrants caution.
❓ 職場における感情的知性について、著者の主な主張は何ですか？
A. A) 感情的知性は、認知能力を上回る、仕事のパフォーマンスの信頼できる予測因子である。
B. B) 感情的知性は、人格や知能に対する増分妥当性が限定的であり、その測定方法にも問題がある。
C. C) 感情的知性は職場での成功とは無関係であり、完全に無視されるべきである。
D. D) 感情知能は、その客観性から自己報告式の質問票によって最もよく測定される。
✅ 正确答案
B) Emotional intelligence has limited incremental validity over personality and intelligence, and its measurement is problematic.
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