{"id":{"repo_id":"uiuc","oai_identifier":"oai:www.ideals.illinois.edu:2142/46819"},"canonical_url":"https://search.dev.ndltd.org/etd/uiuc/oai:www.ideals.illinois.edu:2142/46819","repository":{"repo_id":"uiuc","name":"University of Illinois - Urbana-Champaign","base_url":"https://www.ideals.illinois.edu/oai-pmh"},"display":{"title":"Investigating the process underlying responses to emotional intelligence inventories","abstract":"A recently zeitgeist, affective revolution (Barsade, Brief, & Spataro, 2003), shed lights on the importance of affective components of human nature. In the field of Industrial and Organizational (I/O) Psychology, emotional intelligence (EI) was found to be a crucial predictor for core criteria in I/O psychology such as job performance, leadership, and health outcomes beyond cognitive ability and personality. The use of EI measures in various corporate settings (e.g. selection, promotion, training, and etc.) has also increased. However, the psychometric properties of EI measures have not been fully investigated based on the theoretical backgrounds (i.e., ability or trait/mixed) and test formats (i.e., self-report and performance measure). By investigating item parameters and model fits using item response theory (IRT), we found that EI measures constructed from different theoretical backgrounds resulted in different response processes. Specifically, dominance model fit self-report ability EI scale (WLEIS) and subscales better, whereas both dominance and ideal point models fit self-report trait EI scale (TEIQue) and subscales. Interestingly, a performance ability EI scale showed good model fits for both models. Our findings suggest the nature of EI construct should be considered in the process of scale development and divergent EI theories should be acknowledged to achieve a comprehensive framework in the field.","abstract_html":"A recently zeitgeist, affective revolution (Barsade, Brief, & Spataro, 2003), shed lights on the importance of affective components of human nature. In the field of Industrial and Organizational (I/O) Psychology, emotional intelligence (EI) was found to be a crucial predictor for core criteria in I/O psychology such as job performance, leadership, and health outcomes beyond cognitive ability and personality. The use of EI measures in various corporate settings (e.g. selection, promotion, training, and etc.) has also increased. However, the psychometric properties of EI measures have not been fully investigated based on the theoretical backgrounds (i.e., ability or trait/mixed) and test formats (i.e., self-report and performance measure). By investigating item parameters and model fits using item response theory (IRT), we found that EI measures constructed from different theoretical backgrounds resulted in different response processes. Specifically, dominance model fit self-report ability EI scale (WLEIS) and subscales better, whereas both dominance and ideal point models fit self-report trait EI scale (TEIQue) and subscales. Interestingly, a performance ability EI scale showed good model fits for both models. Our findings suggest the nature of EI construct should be considered in the process of scale development and divergent EI theories should be acknowledged to achieve a comprehensive framework in the field.","abstract_has_math":false,"creators":["Cho, Seong Hee"],"institution":"University of Illinois at Urbana-Champaign","degree_name":"M.A.","degree_level":"Thesis","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Drasgow, Fritz"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2014,"date_issued":"2014-01-16T18:17:13Z","date_published":"2014-01-16T18:17:13Z","updated_at":"2026-07-22T22:25:36Z","subjects":["item response theory","ideal point model","emotional intelligence","measurement","personnel selection","testing"],"languages":["en"],"rights":["Copyright 2013 Seong Hee Cho"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/2142/46819","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Drasgow, Fritz"]},{"key":"dc:creator","label":"Author","values":["Cho, Seong Hee"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2014-01-16T18:17:13Z","2016-01-16T11:01:38Z","2013-12"]},{"key":"dc:type","label":"Dc Type","values":["text"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis"]},{"key":"thesis:degree_name","label":"Degree Name","values":["M.A."]},{"key":"thesis:institution_name","label":"Thesis Institution Name","values":["University of Illinois at Urbana-Champaign"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["item response theory","ideal point model","emotional intelligence","measurement","personnel selection","testing"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["Copyright 2013 Seong Hee Cho"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/2142/46819"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["A recently zeitgeist, affective revolution (Barsade, Brief, & Spataro, 2003), shed lights on the importance of affective components of human nature. 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Interestingly, a performance ability EI scale showed good model fits for both models. Our findings suggest the nature of EI construct should be considered in the process of scale development and divergent EI theories should be acknowledged to achieve a comprehensive framework in the field.","Item withdrawn by Laura Spradlin (lspradl2@illinois.edu) on 2013-12-12T14:18:23Z Item was in collections: University of Illinois Theses & Dissertations (ID: 1) No. of bitstreams: 2 CHO_SEONGHEE.docx: 415012 bytes, checksum: 4bc10342b91845cbfa3289b74369858d (MD5) CHO_SEONGHEE.pdf: 1210591 bytes, checksum: a9f7df75628a5583fc646dc25c30fa59 (MD5)","Made available in DSpace on 2014-01-16T18:17:13Z (GMT). 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In the field of Industrial and Organizational (I/O) Psychology, emotional intelligence (EI) was found to be a crucial predictor for core criteria in I/O psychology such as job performance, leadership, and health outcomes beyond cognitive ability and personality. The use of EI measures in various corporate settings (e.g. selection, promotion, training, and etc.) has also increased. However, the psychometric properties of EI measures have not been fully investigated based on the theoretical backgrounds (i.e., ability or trait/mixed) and test formats (i.e., self-report and performance measure). By investigating item parameters and model fits using item response theory (IRT), we found that EI measures constructed from different theoretical backgrounds resulted in different response processes. Specifically, dominance model fit self-report ability EI scale (WLEIS) and subscales better, whereas both dominance and ideal point models fit self-report trait EI scale (TEIQue) and subscales. Interestingly, a performance ability EI scale showed good model fits for both models. Our findings suggest the nature of EI construct should be considered in the process of scale development and divergent EI theories should be acknowledged to achieve a comprehensive framework in the field.","Item withdrawn by Laura Spradlin (lspradl2@illinois.edu) on 2013-12-12T14:18:23Z Item was in collections: University of Illinois Theses & Dissertations (ID: 1) No. of bitstreams: 2 CHO_SEONGHEE.docx: 415012 bytes, checksum: 4bc10342b91845cbfa3289b74369858d (MD5) CHO_SEONGHEE.pdf: 1210591 bytes, checksum: a9f7df75628a5583fc646dc25c30fa59 (MD5)","Made available in DSpace on 2014-01-16T18:17:13Z (GMT). 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