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.
❓ Según el pasaje, ¿cuál es una razón principal para el escepticismo respecto al uso de la inteligencia emocional en entornos laborales?
A. A) La IE no está relacionada con la eficacia del liderazgo.
B. B) Las mediciones de la IE a menudo se superponen con rasgos de personalidad existentes y dependen de autoinformes.
C. C) Se ha demostrado que la IE obstaculiza el rendimiento laboral.
D. D) La IE solo es relevante para roles no gerenciales.
✅ 正确答案
B) EI measurements often overlap with existing personality traits and rely on self-reports.
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