Measuring emotional intelligence: Content, construct and criterion-related validity.

By V. Dulewicz, M. Higgs, M. Slaski. 2003

260 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/2cac53fd67179aed40665b7f910226b4982ac3fe

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Citations in the corpus

Emotional and social intelligence competencies: cross cultural implications (2012, result): “Such findings are supportive of the criterion validity of ESC reported by others (Boyatzis, 1982, 2006; Spencer and Spencer, 1993; McClelland, 1998; Goleman, 1998; Dulewicz et al., 2003; Boyatzis and Ratti, 2009; Ryan et al., 2009) and is in contrast to other commentary in the field of emotional int”
Competencies as a behavioral approach to emotional intelligence (2009, methodology): “EIQ, a 360 of competencies (Dulewicz et al., 2003) Bradbury EQA, a 360 skill assessment modeled after Goleman and Boyatzis model (Bradbury and Su, 2006) Internal (self) perception Bar-On EQ-i, originally a self-report, internally processdriven model (more psychological than others), but now more beh”
The relation between emotional intelligence and job performance: A meta‐analysis (2011, background): “…support the work of several researchers who have argued that EI is an important predictor of work-related outcomes (Ashkanasy & Daus, 2005; Brackett & Mayer, 2003; Brackett et al., 2004; Daus & Ashkanasy, 2005; Dulewicz & Higgs, 2000; Dulewicz et al., 2003; Fox& Spector, 2000; Law et al., 2004).”
A multi-level view of leadership and emotions: Leading with emotional labor (2011, background): “Another study by Dulewicz, Higgs, and Slaski (2003) found that emotional intelligence predicted job performance and also correlated with morale and other measures related to well-being/stress.”
Considerations of emotional intelligence (EI) in dealing with change decision management (2006, methodology): “He, along with fellow researchers, present the argument that challenges the business community to consider EI as a better way to critique individuals during the recruitment in order to predict success in the organization (Bardzil and Slaski, 2003; Dulewicz et al., 2003; Lam and Kirby, 2002; Rozell e”
The role of emotional intelligence and personality variables on attitudes toward organisational change (2004, unknown): “, 2002) in various areas of human transactions, such as life success (Bar-On, 2001; Goleman, 1995), life satisfaction and well-being (Dulewicz et al., 2003; Palmer et al., 2002), physical and mental health (Ciarrochi et al.”
A comprehensive meta-analysis of the relationship between Emotional Intelligence and health (2010, background): “Based on Schutte et al.’s (2007) results, it is expected that the magnitude of the relationship between EI and health will vary as a function of gender, but not as a function of age group and participants’ profile (see Table 1 for the hypothe- a Studies included in the Schutte et al.’s (2007) meta-a”
Emotional Intelligence, its Measurement and Implications for the Workplace (2008, background): “The EIQ, which consists of 69 items, demonstrates scale reliability coefficients in the range 0.51–0.77 and is considered to have greater job-related validity than other mixed model tests of EI (Dulewicz and Higgs 2000; Dulewicz et al. 2003).”