雅思阅读

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The concept of emotional intelligence (EI) has garnered significant attention in organizational psychology, yet its operationalization remains contentious. While early models, such as Mayer and Salovey's ability-based framework, emphasize cognitive processing of emotions, mixed models incorporate personality traits like empathy and self-regulation. Proponents argue that EI predicts workplace performance beyond general intelligence, particularly in leadership roles. However, critics contend that self-report measures of EI suffer from social desirability bias, and that ability-based tests lack ecological validity. Recent meta-analyses suggest a modest incremental validity of EI over cognitive ability and personality, but effect sizes vary markedly across occupational contexts. Consequently, researchers advocate for a more nuanced approach, distinguishing between trait EI and ability EI, and examining moderators such as emotional labor demands and team dynamics. This scholarly debate underscores the necessity for rigorous, context-sensitive assessment tools before EI can be reliably applied in personnel selection and training programs.