Problem 2 Flashcards
A1:What is the compensatory model?
Cognitive intelligence serves as a moderator for the association between emotional intelligence and job performance
A1:As cognitive intelligence decreases, the association between emotional intelligence and job performance…
…becomes more positive (smae is true for the reverse)
A1: What are the three criteria that emotional intelligence meets?
1.Conceptual criteria = it reflects skills rather than tendencies
2.Correlational criteria = it correlates with other forms of intelligence
3.Developmental criteria = it has the potential to improve
A1:What is emotional intelligence?
A set of skills that include the ability to perceive, use, understand, and regulate emotions
A1: Do people with high cognitive intelligence also have high emotional intelligence?
Yes
A1: What are the two hypotheses?
- The association between emotional intelligence and task performance becomes more positive as cognitive intelligence declines (fully supported)
2.The association between emotional intelligence and Organizational Citizenship Behavior (OCB) becomes more positive as cognitive intelligence declines (partially supported)
A1:Why was hypothesis 2 partially supported?
Because the interaction between emotional intelligence and cognitive intelligence was found in OCB focused on organization, but not in OCB focused on the individual
A2:What is the specific aptitude theory?
Each job requires different specific abilities for good job performance (disproved)
A2:What mediates the effect of specific cognitive skills on job performance?
General Mental Ability (GMA)
A2: What ensures that work experience is converted into work knowledge?
GMA
A2:Does the validity of GMA decrease as employees gain more work experience?
No, this is not the case, some research even suggests that it increases (especially for complex tasks)
A2:Does the predictive validity of work experience decrease as time passes?
Yes, it eventually reaches a plateau
A2:Which Big Five trait has a predictive value of .31 for job performance?
Conscientiousness
A2: What is the mediator of the relationship between GMA and job performance?
Job knowledge
A2: What has a higher predictive validity for job performance, personality or GMA?
GMA (as much as 60-80%)
A3:What are the four branches that emotional intelligence is divided into?
1.Perceiving emotions
2.Using emotions to facilitate thoughts
3.Understanding emotions
4.Regulating emotions
A3:What are the three streams of EI?
1.Ability-based models with objective test items
2.Self-reports and peer reports baed on proficiency models
3.Mixed models of emotional competence
A3:Why is EI a predictor of good work performance?
Because it contributes to effective social interaction
A3:What are the 6 supported hypotheses?
1a =all three currents of EI are significantly positively correlated with job performance
1b = individually, each current of EI is sig. pos. correlated with job performance
2 = EI is pos. related to all Big Five Traits except neuroticism (-), and pos. related to cognitive ability
3a = current 1 of EI is more strongly related to cognitive ability than current 2
3b = current 1 of EI shows the least strong relationship with measures of personality than 2, and current 3 has the strongest relationship with personality
4 = in the presence of the five-factor model and cognitive ability, each EI current shows incremental validity in predicting job performance
A4:Which three streams of research did they use for EI?
1.Skill-based models with objective test items
2.Skill-based models with subjective test items
3.Mixed models of emotional competence
A4:What is the method of this article (Kerr et al., 2006)
Executives made the MSCEIT questionnaire to measure their emotional intelligence + leadership effectiveness was measured through employee surveys
A4:What were the results of the article by Kerr et al. (2006)?
Half of the MSCEIT scores serve as a strong predictor of leadership effectiveness
A4: What is Experiental Emotional Intelligence?
A domain that measures an individual’s ability to experience emotions
