雅思阅读

📖 Reading Passage

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.