Dana Joseph

University of Central Florida | UCF · Department of Management

Recent empirical reviews have claimed a surprisingly strong relationship between job performance and self-reported emotional intelligence (also commonly called trait EI or mixed EI), suggesting self-reported/mixed EI is one of the best known predictors of job performance (e.g., ρ̂ = .47; Joseph & Newman, 2010b). Results further suggest mixed EI can...

Research and valid practice in emotional intelligence (EI) have been impeded by lack of theoretical clarity regarding (a) the relative roles of emotion perception, emotion understanding, and emotion regulation facets in explaining job performance; (b) conceptual redundancy of EI with cognitive intelligence and Big Five personality; and (c) applicat...

This article examines the status of emotional intelligence (EI) within the structure of human cognitive abilities. To evaluate whether EI is a 2nd-stratum factor of intelligence, data were fit to a series of structural models involving 3 indicators each for fluid intelligence, crystallized intelligence, quantitative reasoning, visual processing, an...

Organizations, researchers, and policymakers rely on estimates of the prevalence of workplace mistreatment in numerous ways, including assessing the need for legal or organizational intervention. However, despite the importance of having accurate prevalence rate estimates, there has not been a systematic attempt to estimate the proportion of employ...

The construct of trait guilt has played an important role in psychological theory across many fields of psychology (e.g., as a diagnostic criterion in clinical psychology, as an individual difference in personality psychology, and as a motivational antecedent or emotional moderator in social and organizational psychology); however, the measurement...

Despite recent growth in popular press about introversion and negative responses to introversion at work, academic work has yet to directly investigate this topic. This may be at least partly due to a sensitive issue: do negative responses to introversion at work purely constitute mistreatment, or are these legitimate responses to introversion? We...

The development and validation of the CATA trainee reactions measure used in our article. https://doi.org/10.1037/apl0000503.supp The primary article can be found at: https://www.dx.doi.org/10.1037/apl0000503

Despite the common belief that “training is only as effective as the trainer providing it” (Osborn, 2018, para. 1), training theory tends to underemphasize the trainer and instead focuses on training content and design as sources of training effectiveness. In this article, we examine whether the role of the trainer should be more central to trainin...

There is a large and growing body of work on gender on leadership, but this literature remains fragmented and incomplete, due in part to insufficient attention paid to nuances of the criterion variable of leadership. To provide a broader perspective on this literature, we draw upon Campbell, McCloy, Oppler, and Sager's (1993) theory of job performa...

Although transactional leadership is known to be the most common style of leadership in organizations, meta-analytic work has yet to fully uncover the relationship between transactional leadership and one of the most focal leadership outcomes: follower performance. Moreover, little is known about the mechanisms that explain why transactional leader...

Affect inductions have become essential for testing theories of affect and for conducting experimental research on the effects of mood and emotion. The current review takes stock of the vast body of existing literature on affect induction procedures (AIPs) to evaluate the effectiveness of affect inductions as research tools and to test theories of...

This chapter reviews the existing literature on emotional intelligence training in higher education and the emotional intelligence courses offered at top ranking national universities.

There is a widespread use of leadership development (LD) for students in higher education; however, less is known about the effectiveness of such practices. We provide a summative and meta-analytic review to identify the state of LD programs for students in higher education (i.e., undergraduate and graduate students). The overall objective is to de...

To understand how motivation to lead (MTL) fits into the broader leadership literature, we present a meta-analytic review of MTL and test a Distal-Proximal Model of Motivation and Leadership. Using a database of 1,154 effect sizes from 100 primary studies, we found that the 3 types of MTL (affective-identity, social-normative, and noncalculative) h...

Emotional intelligence (EI) refers to a set of abilities that enables individuals to perceive emotions, understand emotions, and regulate emotions (Newman 2010; Mayer 1990). This chapter reviews two types of EI – ability EI and mixed EI – and their relevance for coaching. First, EI is established as a core coaching competency. Second, EI is highlig...

Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of the current meta-analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by ident...

Despite the growing number of meta-analyses published on the subject of workplace mistreatment and the expectation that women and racial minorities are mistreated more frequently than men and Whites, the degree of subgroup differences in perceived workplace mistreatment is unknown. To address this gap in the literature, we meta-analyzed the magnitu...

Recent estimates suggest that although a majority of funds in organizational training budgets tend to be allocated to leadership training (Ho, 2016; O'Leonard, 2014), only a small minority of organizations believe their leadership training programs are highly effective (Schwartz, Bersin, & Pelster, 2014), calling into question the effectiveness of...

This session presented theoretical and empirically grounded insight about how emotional intelligence measures in the workplace can assist organizations in terms of performance. Topics included literature defining emotional intelligence, explaining how emotional intelligence is measured, used/misused in organizations, and insight from those using em...

Considering a historically diversified (and growing) population in the United States, one’s ethnic identification is often an important psychological—as well as social and political—construct because it can serve as a hindrance to interpersonal interaction. Despite the importance of ethnic identity in psychological research, the most widely develop...

As the nature of work becomes more complex, teams have become necessary to ensure effective functioning within organizations. The healthcare industry is no exception. As such, the prevalence of training interventions designed to optimize teamwork in this industry has increased substantially over the last 10 years (Weaver, Dy, & Rosen, 2014). Using...

The global popularity of emotional intelligence (EI) makes understanding its measurement equivalence across cultures an important issue. Although previous research examining the measurement equivalence of self-reported EI has failed to detect cultural differences, these results may be due to the use of measurement equivalence models that do not ade...

Emotional intelligence (EI) refers to a set of abilities that enables individuals to perceive emotions, understand emotions, and regulate emotions (Joseph DL, Newman DA. J Appl Psychol 95:54–78, 2010; Salovey P, Mayer JD. Imag Cogn Pers 9:185–211, 1990). This chapter reviews two types of EI – ability EI and mixed EI – and their relevance for coachi...

Here, we expand on Landers and Behrend's (2015) discussion of the external validity of convenience samples. In particular, we note that their focal article failed to mention one important limitation of multi-organization convenience samples (e.g., MTurk samples, student samples): Multi-organization convenience samples tend to confound levels of ana...

Despite the growing number of meta-analyses published on the subject of workplace mistreatment, there is no quantitative summary of group differences in the experience of workplace mistreatment in the extant literature. In order to fill this gap, the current study meta-analyzed the impact of sex, race, age, and tenure on reports of workplace mistre...

In the search to find cheaper, faster approaches for data collection, crowdsourcing methods (i.e., online labor portals that allow independent workers to complete surveys for compensation) have risen in popularity as a tool for personality researchers, despite a lack of evidence regarding the equivalence of crowdsourcing with traditional data colle...

Although prior research has demonstrated that adaptability is a small to moderate predictor of job performance, more research is needed demonstrating how this construct might predict performance trends following organizational entry. In this study, the predictive validity of adaptability was examined in relation to sales skill in predicting annual...

Despite the widespread influx of research regarding emotion in the workplace, research on discrete emotions is still at a standstill (Gooty, Gavin, & Ashkanasy, 2009). The current study focuses on one such discrete emotion that has received relatively little attention in spite of its potential impact on organizational behavior; guilt. Guilt is a se...

When using cognitive tests, personnel selection practitioners typically face a trade-off between the expected job performance and diversity of new hires. We review the increasingly mainstream evidence that cognitive ability is a multidimensional and hierarchically ordered set of concepts, and examine the implications for both composite test validit...

In the end, antiblack, antifemale, and all forms of discrimination are equivalent to the same thing—antihumanism. –Shirley Chisholm (The first African American woman elected to Congress) Ruggs et al. (2013) have provided an indispensable wake-up call to the organizational sciences as they argue that the field's previous research on employee discrim...

This chapter examines research and theoretical perspectives about the work-life interface and sexual harassment in the workplace. Multiple roles and unwanted social and sexual experiences at work are considered from feminist multicultural and organizational perspectives. The chapter focuses on adaptive and contextual factors when considering how wo...

A sample of 276 students enrolled in campus leadership programs completed the Emotional Competence Inventory-University Edition (ECI-U) and the Socially Responsible Leadership Scale (SRLS) as a means to determine the relatedness in college students of emotional intelligence (EI) to the practice of post-industrial leadership skills. Confirmatory fac...

The article comments on the development of the work cognition inventory (WCI) which is an instrument designed to asses antecedents of employee engagement/work passion. Antecedents measured by WCI include job autonomy, feedback and opportunities for growth. It questions whether the WCI measure of classic human resources (HR) concepts is distinct fro...

Purpose – This chapter (a) summarizes leader–member exchange (LMX) measurement practices since the influential reviews by Schriesheim, Castro, and Cogliser (1999) and Gerstner and Day (1997), (b) clarifies the status of LMX as a broad construct from a hierarchical factor model, (c) conducts multitrait-multimethod (MTMM) analyses on leader and follo...

When writing items for survey measures, common advice dictates that one should avoid using extreme words like ‘‘always.’’ However, the systematic study of extreme wording effects is rare. The current study applies confirmatory factor analysis (CFA) and item response theory (IRT) methods to assess the effects of extreme item wording (i.e., the word...

The employee engagement concept has faced scrutiny due to its near-redundancy with three classic job attitudes--job satisfaction, organizational commitment, and job involvement. We address this scrutiny in four steps. First, we present a higher-order attitude factor, or "A-factor," that underlies job satisfaction, affective commitment, and job invo...

A major stumbling block for emotional intelligence (EI) research has been the lack of adequate evidence for discriminant validity. In a sample of 280 dyads, self- and peer-reports of EI and Big Five personality traits were used to confirm an a priori four-factor model for the Wong and Law Emotional Intelligence Scale (WLEIS) and a five-factor model...