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Abstract

This meta-analysis builds upon a previous meta-analysis by (1) including 65 per cent more studies that have over twice the sample size to estimate the relationships between emotional intelligence (EI) and job performance; (2) using more current meta-analytical studies for estimates of relationships among personality variables and for cognitive ability and job performance; (3) using the three-stream approach for classifying EI research; (4) performing tests for differences among streams of EI research and their relationships with personality and cognitive intelligence; (5) using latest statistical procedures such as dominance analysis; and (6) testing for publication bias. We classified EI studies into three streams: (1) ability-based models that use objective test items; (2) self-report or peer-report measures based on the four-branch model of EI; and (3) “mixed models” of emotional competencies. The three streams have corrected correlations ranging from 0.24 to 0.30 with job performance. The three streams correlated differently with cognitive ability and with neuroticism, extraversion, openness, agreeableness, and conscientiousness. Streams 2 and 3 have the largest incremental validity beyond cognitive ability and the Five Factor Model (FFM). Dominance analysis demonstrated that all three streams of EI exhibited substantial relative importance in the presence of FFM and intelligence when predicting job performance. Publication bias had negligible influence on observed effect sizes. The results support the overall validity of EI. Copyright © 2010 John Wiley & Sons, Ltd. Note: Correction added on 22 July 2010 after first publication online on 29 June 2010. The affiliations for Ronald H. Humphrey and Thomas H. Hawver have been corrected in this version of the article.
... Previous research links trait EI positively with work performance (Joseph et al., 2015;O'Boyle et al., 2011;Van Rooy & Viswesvaran, 2004), work satisfaction, organizational commitment, and turnover intentions (Miao et al., 2017a), and leadership effectiveness (Harms & Credé, 2010;Walter et al., 2011). It has also been shown that trait EI is positively linked with personality traits such as extraversion, agreeableness, conscientiousness, and openness (Joseph & Newman, 2010), and that the trait EI-score of leaders is higher than that of their followers . ...
... This is in line with personality theory (McCrae & Costa, 2015) which states that conscientiousness persons are self-disciplined, deliberative, achievement seeking, and motivated by their sense of duty and responsibility. These findings are consistent with meta-analyses, which found conscientiousness to be related to work performance (0.24) (O'Boyle et al., 2011), as well as to work engagement (0.39) (Young et al., 2018). To possess a high level of rational leadership competence in interpersonal relations and avoiding fraud and corruption (Lee & Ashton, 2004). ...
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... Women need to deal with a great deal of complexity on the local and global level. It has been argued that different core attributes might be helpful for dealing with complex and varied situations, such as curiosity, international experience, international management development, cross-cultural training, and intercultural sensitivity, as well as constructive development and psychological capital (O'Boyle Jr et al., 2011). Others have mentioned that the keys to managing a diverse and complex world are passion for diversity, intercultural empathy, and diplomacy (Javidan et al., 2016). ...
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... There has been a debate over the distinction between cognitive and emotional abilities (Locke, 2005), but they are generally considered distinct yet related constructs (Cherniss, 2010;Côté & Miners, 2006;Mayer et al., 2000Mayer et al., , 2001. Recent studies, including several meta-analyses, provide evidence that EI has incremental validity over personality (Sy et al., 2006) and cognitive ability (Joseph & Newman, 2010;Rossen & Kranzler, 2009) when predicting job performance (Joseph et al., 2015) and work attitudes (Miao et al., 2016(Miao et al., , 2017O'Boyle et al., 2011). These meta-analyses show promising benefits of EI for individuals and organizations. ...
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... Because of the substantial literature on EI, researchers began reviewing the literature after 2010, to obtain more conclusive evidence on EI and its most studied associations. Some of the most cited meta-analyses on EI performed were: by de Jong et al. (2016), de Wit et al. (2012, Joseph and Newman (2010), Miao et al. (2016), O'Boyle et al. (2010. Entrepreneurial intentions are defined as an individual's degree of interest in creating a new business venture and becoming self-employed (Zhao et al., 2009). ...
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