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.
❓ 직장에서의 감정 지능에 관한 저자의 주요 주장은 무엇인가?
A. 감성 지능은 인지 능력을 능가하는 직무 성과의 신뢰할 수 있는 예측 변수이다.
B. B) 감성 지능은 성격 및 지능에 비해 제한된 증분 타당성을 가지며, 그 측정에는 문제가 있다.
C. C) 감정 지능은 직장에서의 성공과 무관하며 완전히 무시되어야 한다.
D. D) 감성 지능은 객관성 때문에 자기 보고식 설문지를 통해 측정하는 것이 가장 좋다.
✅ 正确答案
B) Emotional intelligence has limited incremental validity over personality and intelligence, and its measurement is problematic.
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