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Research article

Emotional Intelligence in Personnel Selection: Applicant reactions, criterion, and incremental validity

Dragos Iliescu; Alexandra Ilie; Dan Ispas; Andrei Ion

International Journal of Selection and Assessment • 2012

audience: factory-internalaudience: velaPeople Analyticsbridge (3)processed in meta-factory

Abstract

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front-desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.

Available formats

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Extracted by meta-factory

Models (1)

  • Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT)

    evidence: Medium

    Emotional Intelligence • Job Performance

    Primary factors

    Perceiving EmotionsFacilitating ThoughtUnderstanding EmotionsManaging Emotions

    Field domains

    I-O PsychologyOrganizational Behavior

Instruments (1)

  • Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT)

    developer: Mayer, Salovey, & Caruso

    Constructs

    Emotional Intelligence

    reliability: Extensive reliability information presented by Iliescu, Ilie, Ispas, & Ion (in press)

Constructs (2)

  • Emotional Intelligence (EI)

    EI_001

    Emotional intelligence (EI) is the ability to recognize emotions in oneself and others, and the ability to regulate emotions, contributing to effective social integration.

    Domains

    MotivationWellbeing & Stress

    Linked models

    Mayer–Salovey model

    EI is predictive of job performance, with incremental validity over cognitive abilities and personality.

  • Applicant Reactions

    AR_002

    Applicant reactions refer to the perceptions of potential job applicants regarding the fairness and face validity of selection tools, such as EI tests.

    Domains

    HR SystemsDecision-Making & Judgment

    Applicant reactions are related to perceptions of the organization and intention to accept job offers.

Related

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