TY - JOUR

T1 - A meta-analysis of emotional intelligence and work attitudes

AU - Miao, Chao

AU - Humphrey, Ronald

AU - Qian, Shanshan

N1 - This is the peer reviewed version of the following article: Miao, C., Humphrey, R. H. and Qian, S. (2017), A meta-analysis of emotional intelligence and work attitudes. J Occup Organ Psychol, 90: 177–202. doi:10.1111/joop.12167 which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/joop.12167/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.

PY - 2017/6

Y1 - 2017/6

N2 - Our meta-analysis of emotional intelligence (EI) demonstrates that: First, all three types of EI are significantly related with job satisfaction (ability EI: ρ ̂ = .08; self-report EI: ρ ̂ = .32; and mixed EI: ρ ̂ = .39). Second, both self-report EI and mixed EI exhibit modest yet statistically significant incremental validity (ΔR2 = .03 for self-report EI and ΔR2 = .06 for mixed EI) and large relative importance (31.3% for self-report EI and 42.8% for mixed EI) in the presence of cognitive ability and personality when predicting job satisfaction. Third, we found mixed support for the moderator effects (i.e., emotional labor demand of jobs) for the relationship between EI and job satisfaction. Fourth, the relationships between all three types of EI and job satisfaction are mediated by state affect and job performance. Fifth, EI significantly relates to organizational commitment (self-report EI: ρ ̂ = .43; mixed EI: ρ ̂ = .43) and turnover intentions (self-report EI: ρ ̂ = -.33). Sixth, after controls, both self-report EI and mixed EI demonstrate incremental validity and relative importance (46.9% for self-report EI; 44.2% for mixed EI) in predicting organizational commitment. Seventh, self-report EI demonstrates incremental validity and relative importance (60.9%) in predicting turnover intentions.

AB - Our meta-analysis of emotional intelligence (EI) demonstrates that: First, all three types of EI are significantly related with job satisfaction (ability EI: ρ ̂ = .08; self-report EI: ρ ̂ = .32; and mixed EI: ρ ̂ = .39). Second, both self-report EI and mixed EI exhibit modest yet statistically significant incremental validity (ΔR2 = .03 for self-report EI and ΔR2 = .06 for mixed EI) and large relative importance (31.3% for self-report EI and 42.8% for mixed EI) in the presence of cognitive ability and personality when predicting job satisfaction. Third, we found mixed support for the moderator effects (i.e., emotional labor demand of jobs) for the relationship between EI and job satisfaction. Fourth, the relationships between all three types of EI and job satisfaction are mediated by state affect and job performance. Fifth, EI significantly relates to organizational commitment (self-report EI: ρ ̂ = .43; mixed EI: ρ ̂ = .43) and turnover intentions (self-report EI: ρ ̂ = -.33). Sixth, after controls, both self-report EI and mixed EI demonstrate incremental validity and relative importance (46.9% for self-report EI; 44.2% for mixed EI) in predicting organizational commitment. Seventh, self-report EI demonstrates incremental validity and relative importance (60.9%) in predicting turnover intentions.

U2 - 10.1111/joop.12167

DO - 10.1111/joop.12167

M3 - Journal article

VL - 90

SP - 177

EP - 202

JO - Journal of Occupational and Organizational Psychology

JF - Journal of Occupational and Organizational Psychology

SN - 2044-8325

IS - 2

ER -