雅思阅读

📖 Reading Passage

The concept of emotional intelligence (EI) has garnered significant attention in organizational psychology, yet its empirical foundation remains contested. Proponents argue that EI, defined as the ability to perceive, use, understand, and manage emotions, predicts workplace performance beyond traditional cognitive intelligence (IQ). However, critics contend that many EI measures overlap substantially with personality traits such as agreeableness and neuroticism, raising questions about its discriminant validity. A meta-analysis by Joseph and Newman (2010) found that ability-based EI tests showed incremental validity over IQ for job performance in emotionally demanding roles, but self-report EI measures did not. This suggests that the mode of assessment is crucial; while trait-based EI may be largely redundant with personality, ability-based EI offers unique explanatory power in specific contexts. Consequently, organizations should be cautious in adopting EI training programs without clear evidence of their efficacy, as the construct's utility is context-dependent and not universally applicable.