The concept of emotional intelligence (EI) has gained significant traction in organizational psychology, yet its practical application remains contested. Proponents argue that EI, defined as the ability to perceive, use, understand, and manage emotions, enhances workplace collaboration and leadership effectiveness. However, critics contend that EI is poorly measured, overlapping with personality traits such as agreeableness, and that its predictive validity for job performance is modest at best. A 2020 meta-analysis by O'Boyle et al. found that while EI correlated with transformational leadership, it added little incremental variance beyond cognitive ability and conscientiousness. Moreover, the reliance on self-report measures raises concerns about social desirability bias. Consequently, scholars advocate for a more nuanced approach, distinguishing between trait EI and ability EI, with the latter assessed through performance-based tests. Until such measures are refined, the practical utility of EI in hiring and promotion decisions remains dubious.
❓ According to the passage, what is a primary reason for skepticism regarding the use of emotional intelligence in workplace settings?
A. A) EI is unrelated to leadership effectiveness.
B. B) EI measurements often overlap with existing personality traits and rely on self-reports.
C. C) EI has been proven to hinder job performance.
D. D) EI is only relevant for non-managerial roles.
✅ 正确答案
B) EI measurements often overlap with existing personality traits and rely on self-reports.
IELTS Reading Tips
Skim the questions first, underline keywords, then locate in the passage
Watch for paraphrasing; correct answers are often reworded
Be wary of absolute statements (all, always, never) — usually wrong
Pay attention to content after transition words (however, but, yet)
Manage time: about 20 minutes per passage; skip difficult questions first