The relation between emotional intelligence and job performance: A meta‐analysis

By Ernest H. O’Boyle, R. Humphrey, J. Pollack, Thomas H. Hawver, Paul Story. 2011

1,092 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f686b1ba379ef3aa291c3c5b9b83ff34cb02023e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. R. Humphrey
2. Shanshan Qian
3. Chao Miao
4. Neal M. Ashkanasy
5. Richard Boyatzis
6. P. Lopes
7. J. Pollack
8. Natasha M. Loi

In Organizational Behavior and Human Resource Management

1. R. Humphrey
2. Shanshan Qian
3. Chao Miao
4. Neal M. Ashkanasy
5. E. Vigoda-Gadot
6. J. Pollack
7. Ernest H. O’Boyle
8. P. Lopes

In Social Psychology

1. R. Humphrey
2. Shanshan Qian
3. Chao Miao
4. Neal M. Ashkanasy
5. E. Vigoda-Gadot
6. J. Pollack
7. Juriena D. de Vries
8. Peter J. Jordan

Citations in the corpus

• The Effect of Emotional Intelligence on Turnover Intention and the Moderating Role of Perceived Organizational Support: Evidence from the Banking Industry of Vietnam (2020, positive): “In developed countries, much research has been conducted about the perceptions of subordinates in terms of emotional intelligence, perceived organizational support, work-family conflict, job burnout, and employee turnover intention and their significant mutual relationships [20,23], however, this to”
• Emotional, Social, and Cognitive Intelligence and Personality as Predictors of Sales Leadership Performance (2012, background): “Recently there has been a call from EI scholars to pay attention to the specifics of context in the study job performance and EI (Chernis, 2010; O’Boyle et al., 2010).”
• Emotions and salesperson propensity to leave: The effects of emotional intelligence and resilience (2015, background): “EI is considered to be a skill possessed by successful leaders of organizations and it has been shown that employees with greater levels of EI achieve greater teamwork success (Farh, Chien, Myeong-Gu, & Tesluk, 2012) and perform better at work (O'Boyle et al., 2011).”
• Emotional Intelligence in Organizations: Bridging Research and Practice (2016, background): “Compared to ability EI, these two streams of EI research have yielded stronger relationships with job performance (Joseph & Newman, 2010; O’Boyle et al., 2011), transformational leadership (Harms & Credé, 2010), and subjective wellbeing (Sánchez-Álvarez et al.”
• A meta-analysis of emotional intelligence effects on job satisfaction mediated by job resources, and a test of moderators (2017, background): “Considering the moderate multicollinearity between mixed EI and ability EI, and the high multicollinearity between mixed EI and self-report EI, we separated mixed EI from ability EI and self-report EI when conducting MASEM because the existence of multicollinearity would lead to issues of bouncing b”