هوش هیجانی خود متمرکز و دیگر متمرکز
ترجمه نشده

هوش هیجانی خود متمرکز و دیگر متمرکز

عنوان فارسی مقاله: هوش هیجانی خود متمرکز و دیگر متمرکز: توسعه مقیاس هوش هیجانی روتردام
عنوان انگلیسی مقاله: Self- and other-focused emotional intelligence: Development and validation of the Rotterdam Emotional Intelligence Scale (REIS)
مجله/کنفرانس: شخصیت و تفاوت های فردی – Personality and Individual Differences
رشته های تحصیلی مرتبط: روانشناسی
گرایش های تحصیلی مرتبط: روانشناسی عمومی
کلمات کلیدی فارسی: احساسات، هوش هیجانی، توسعه مقیاس
کلمات کلیدی انگلیسی: Emotions, Emotional intelligence, Scale development
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus - Master Journals List - JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.paid.2017.08.045
دانشگاه: Center of Excellence for Positive Organizational Psychology – Erasmus University Rotterdam – The Netherlands
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2018
ایمپکت فاکتور: 2.383 در سال 2018
شاخص H_index: 141 در سال 2019
شاخص SJR: 1.245 در سال 2018
شناسه ISSN: 0191-8869
شاخص Quartile (چارک): Q1 در سال 2018
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 12
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
کد محصول: E5786
فهرست انگلیسی مطالب

Abstract


1- Theoretical background


2- Study 1: scale development and factorial structure


3- Study 2: cross-validation


4- Study 3: convergent and discriminant validity


5- Study 4: criterion validity


6. General discussion


Acknowledgement


References

نمونه متن انگلیسی مقاله

Abstract


The present study aimed to develop an instrument to measure emotional intelligence (EI). This novel scale distinguishes between four factors, namely, self- and other-focused emotion appraisal and emotion regulation. In Study 1, the Rotterdam Emotional Intelligence Scale (REIS) was developed and examined with respect to its factorial structure and reliability (N = 383). In Study 2, the factorial structure of the REIS was validated in two new samples (N = 2728 and N = 590). Study 3 examined convergent and discriminant validity by comparing the REIS dimensions with other EI instruments, cognitive intelligence, and personality (N = 108 and N = 105). The criterion validity of the REIS was examined in Study 4 (N = 73, N = 95, and N = 103). The results indicate that the REIS follows a four-factorial structure and can be reliably measured with 28 items. The REIS was strongly correlated with other self-reported EI instruments and weakly to moderately correlated with an ability EI test, cognitive intelligence, and personality. Moreover, self-focused emotion regulation was negatively associated with tutors' perceived stress, whereas other-focused emotion regulation was positively associated with tutors' work engagement, jobseekers' other-rated interview performance, and leaders' transformational leadership style.


Theoretical background


Although the EI literature is abundant, there is no consensus regarding the definition and measurement of the construct. Efforts continue to refine the models and measurements of EI (Keefer, 2015). The two major and overarching perspectives are the ability- and trait-positions of EI (Siegling, Saklofske, & Petrides, 2015). The ability-position defines EI as a set of emotion-related abilities akin to cognitive abilities (Salovey & Mayer, 1990; Zeidner et al., 2008). By contrast, the traitposition defines EI as a set of emotion-related traits more akin to personality (Petrides, Pita, & Kokkinaki, 2007). At the core of the debate between these two positions lies the way in which EI is measured, i.e., with an ability test similar to the way cognitive intelligence is measured or a self-reported instrument that resembles the way personality is measured. The current research follows this latter tradition by constructing a self-reported instrument to examine self- and other-focused EI. Self-reported EI instruments appear more straightforward for a construct that addresses subjective emotional experiences than ability EI tests (Siegling et al., 2015). Furthermore, self-reported EI instruments have demonstrated superior explanatory power over cognitive intelligence and personality in predicting criteria such as job performance (O'Boyle, Humphrey, Pollack, Hawver, & Story, 2011).

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