One of the more comprehensive and widely researched measures of this construct is the Trait Emotional Intelligence Questionnaire (TEIQue), which was specifically designed to measure the construct comprehensively. Today, the TEIQue is available in 12 languages with thousands of questionnaires used each month in business, educational, well-being, and other contexts. The trait emotional intelligence research program has transferred to the London Psychometric Laboratory at University College London, one of the world’s leading universities and the birthplace of psychometrics.
Trait EI (or ‘trait emotional self-efficacy’) refers to "a constellation of behavioral dispositions and self-perceptions concerning one’s ability to recognize, process, and
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The researchers also found TEIQue scores were unrelated to nonverbal reasoning (Raven's matrices), which they interpreted as support for the personality trait view of EI (as opposed to a form of intelligence). As expected, TEIQue scores were positively related to some of the Big Five personality traits (extraversion, agreeableness, openness,conscientiousness) as well as inversely related to others (alexithymia, neuroticism). A number of quantitative genetic studies have been carried out within the trait EI model, which have revealed significant genetic effects and heritabilities for all trait EI scores.[45] Two recent studies (one a meta-analysis) involving direct comparisons of multiple EI tests yielded very favorable results for the …show more content…
It comprises 75 items responded to on a 5-point scale and measures nine distinct facets (Mavroveli, Petrides, Shove, & Whitehead, 2008).
Why the TEIQue?
The TEIQue has clear conceptual and psychometric advantages over the glut of"EQ" and personality "tests" widely available in the market. While these are easy to explain to psychometricians, it is not always straightforward to describe to practitioners.
Commercial test publishers simply cannot afford to provide sustained research funding for the measures they market. Consequently, instruments “developed” in commercial settings or owned by commercial companies cannot compete on research quality with instruments developed in universities or hospitals and owned by their authors.
The TEIQue is underpinned by a leading international research program currently based at the Institute of Education, University of London. Our consultancy arm is an offshoot of this program, which remains our fundamental
EMOTIONAL INTELLIGENCE AMONG SOCIAL WORK PROFESSIONAL Abstract Emotional Intelligence is defined as being able to recognize emotions in self and others, understanding how emotions work and being able to manage emotions. Knowing the crucial role of emotions and relationships in the social work chore, the rapid growth of literature reveals the relevance of EI to social work is behind the schedule and it’s time to re-evaluate and work on it. In this study, the relationship between emotional intelligence, measured by the Wong and Law Emotional Intelligence were examined with a sample of social work professionals in different fields (N=100). Demographic profile such as age group gender, the order of birth, marital status, type of family, education,
Alyssa K Stephen Unit 8 Assignment: Personality Assessment and Test Classification October 20, 2015 Kaplan University PS505: Testing, Measurements and Assessment For decades psychologists have used the terms objective and projective to classify different personality tests (Meyer & Kurtz, 2006). Psychologists who are not in favor of using these terms have done studies that have changed the way we today perceive and utilize personality assessments. Tests that are administered by paper and pencil, or by computer are objective methods of personality assessments that contain many short answer items that the individual chooses from two or more provided (Cohen, Swerdlik & Sturman 2013). The term objective became popular with psychologists
Every individual goes through different experiences that mold them into who they are. The combination of their genetic makeup, the environment in which an individual is exposed to, peers, culture, and many other factors determine who they are as an individual (Twenge & Campbell, 2016). This is also what is considered to be an individual’s personality. It is the greatest influence on how an individual will react in any given situation; not everyone will react the same in any situation. Personality is the recurring patterns of thoughts, behaviors, and feelings that can be seen across all situations and time (Twenge & Campbell, 2016, p. 6).
As nurses, one may experience varied emotions such as happiness, sadness, anxiety, failure, anger and etc. Nurses are programmed to respond to a vast array of emotions. As a nurse leader, it is critical that emotional intelligence come into play. This intelligence helps us acknowledge our emotional instinct and help us to act rational. Emotional intelligence gives us the ability to withdraw our own emotions from a situation to make a strategic decision for the benefit of a patient.
Based on the reflection of emotional intelligence case study on Kathy Smith, she is a experienced and competent project manager with ambitious, determined, confident and goal oriented. With the assigned of oversee a multimillion-dollar chemical plant construction project in southeast asia, she need to work with a team of local people. The working style of Kathy is top to down which is directive and performance-oriented. In my understanding of this case study, Kathy Smith is a person that lacks of cross cultural intelligence and competence. Despite experiencing problems with the team, she tend to persists in her own normal approach to work.
Myers-Briggs personality indicator is not only beneficial to help you better understand yourself, but it is also useful for understanding others. When you take the typology test, you gain a letter for each of the four categories. I was an ESFP and wasn’t surprised at all because those characteristics are obvious in me. There is only two letters for each category, so you can either get one or the other. Since I was an ESFP the letters I didn’t get were I, N, T, and J.
This survey basically laid out what my strengths were in my character. Although I feel most of the time these surveys are not very accurate. They give you the same questions just asking in a different way. As I was taking this survey I was feeling the same way and for the most part it was.
State-Trait Depression Inventory (STDI) was used to measure depression (Spielberger, 2003). A 20-item questionnaire was administered that corresponds to the depression subscale of State-Trait Personality Inventory (STPI). It employed a four-point Likert scale with 1 meaning “almost always” and 4 meaning “almost never”. The Cronbach’s alpha coefficient for the scale in the present study is 0.93.
The validity of the Rorschach is difficult to compute for multiple reasons. Validity usually refers to how well a test measures a particular construct it intends to measure (Hess, 2001). The open-nature of the Rorschach yields a multitude of answers, which makes it difficult to compare outcomes among different individuals. Additionally, this test is utilized in multiple settings to measure multiple constructs such as intelligence, emotions, pathology, etc (Hess, 2001). The interpretation and score of the test depends on a single answer rather than a combination of responses which makes the validity difficult to interpret (Hess, 2001).
The counter-argument to this is that individuals will adapt their behaviour to fit the situation, and generally demonstrate some pare of their personality in a given situation (Coaley, 2014). However, personality is a broad and rather ambiguous concept, meaning that is it difficult to define succinctly; and yet how we define it plays a crucial part in how we investigate it. Eysenck’s theory of personality concluded that there were 3 dimensions: extraverted-introverted, neuroticism-stability, psychoticism-socialisation (Eysenck & Eysenck, 1964). With the broadening field of psychometrics, the Eysencks were the first to make their approach more quantifiable and legitimate than others had been in the past. Eysenck published the Eysenck Personality Inventory (EPI) in 1964 – a uni-dimensional self-report questionnaire consisting of 57 items.
Golemen’s model of intelligence also regards it as mixed intelligence consists of cognitive skill and personality traits but focuses in workplace performance. Mayer and Salovey 's (1997) model of emotional intelligence consists of four different branches including; perception of emotion, emotional facilitation, understanding emotions, and management of emotions. Perception of emotion is the capability to become self-aware of the feelings and to convey the feelings and emotional necessities appropriately to others. Emotional facilitation is the capability to differentiate between the several feelings people are experiencing and recognize those which are affecting their thinking processes. Understanding emotions is the capability to understand complicated feelings.
Emotional Intelligence The ability to recognize human emotions, to understand the intentions, motivations and desires of others and their own, and the ability to manage their emotions and the emotions of other people in order to solve practical problems. There are four factors of emotional intelligence: self-awareness, self-management, social awareness and relationship management. Emotional intelligence is also known as a part of the effective type of leadership. It is very important to understand how the brain operates and how emotional response system works in Apple Company.
Factor analysis of the data led him to conclude that people can be divided into two groups of neurotic and normal. Later, Eysenck (1970) expended these two factors into five: extroversion-introversion, neuroticism, and psychoticism. With regard to his model, Griffiths (1991) claims that Eysenck’s model is favored amongst other possible models because it includes a well-defined classification in an unambiguous framework. In addition, it entails a theory that has produced an ample amount of research most of which have been supportive. Moreover, the instrument that is used to measure the model’s factors has been standardized in 35 different countries, some of which are located in Asia such as Singapore, Japan, Hong Kong, and India.
EMOTIONAL INTELLIGENCE Emotional intelligence can be defined as “the capacity for recognising our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationship” (Poole and Sewell, 2007). This attribute is strongly linked to managing relationships and can play a significant role in team working. Having empathy for others during my teenager years, and always being the one people chose to talk to made me think I scored high in that attribute. However, after experiencing the leadership & employability group project, it seemed I had mislead myself confusing having empathy with what emotional intelligence really is. Blumenfeld et al.
An understanding of what precisely creates emotional intelligence is essential not simply due to the capacity that is so fundamental to leadership but because some people are strong in some of its elements which can be totally lacking in others (Ovans, 2015). The overall result of (Kerr, et al, 2005) data analysis shows that the person’s emotional intelligence may be a key to effective