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Applicant versus employee scores on self-report emotional intelligence measures

Lievens, Filip ; Klehe, Ute-Christine ; Libbrecht, Nele


Originalveröffentlichung: (2011) Journal of Personnel Psychology, 2011, 10(2), 89-95; doi:10.1027/1866-5888/a000036
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URN: urn:nbn:de:hebis:26-opus-88689
URL: http://geb.uni-giessen.de/geb/volltexte/2012/8868/

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Freie Schlagwörter (Englisch): assessment , job applicants , emotional intelligence (EI) , self-report , score comparison
Universität Justus-Liebig-Universität Gießen
Institut: Arbeits- und Organisationspsychologie
Fachgebiet: Psychologie
DDC-Sachgruppe: Psychologie
Dokumentart: Aufsatz
Sprache: Englisch
Erstellungsjahr: 2011
Publikationsdatum: 02.07.2012
Kurzfassung auf Englisch: There exists growing interest to assess applicants’ emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher scores than current norm scores suggest. So far, no studies have scrutinized self-reported EI scores among a sample of actual job applicants. Therefore, this study compares the scores of actual applicants at a large ICT organization ( n = 109) on a well-known self-report measure of EI to the scores of employees already working in the organization ( n = 239). The current study is the first to show that applicants’ scores on a self-report measure of EI during the selection process are indeed higher ( d = 1.12) and have less variance ( SD ratio = 0.86/1) than incumbents’ scores. Finally, a meta-analytic combination of our results with those of earlier research showed that a score increase of about 1 SD in applicant conditions seems to be the rule, regardless of the type of setting, self-report EI measure, and within- versus between-subjects design employed.
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