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Related Experiment Videos

Emotional competence as antecedent to performance: a contingency framework.

Rebecca Abraham1

  • 1H Wayne Huizenga School of Business and Entrepreneurship, Nova Southeastern University-Main Campus, Fort Lauderdale, FL 33314, USA. abraham@nova.edu

Genetic, Social, and General Psychology Monographs
|December 21, 2004
PubMed
Summary

Emotional competencies, not just emotional intelligence, predict job performance. Specific skills like self-control and social skills interact with work environments to influence employee success.

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Area of Science:

  • Psychology
  • Organizational Behavior
  • Management Science

Background:

  • Emotional intelligence (EI) is broadly defined as the ability to perceive, understand, manage, and use emotions.
  • A weak or inconsistent relationship has been observed between general emotional intelligence and measurable job performance.
  • This suggests a need to explore alternative or more specific constructs that better explain performance outcomes.

Purpose of the Study:

  • To investigate the reasons behind the weak correlation between emotional intelligence and job performance.
  • To propose that specific emotional competencies, rather than overall emotional intelligence, are the primary drivers of performance.
  • To theoretically link emotional competencies with organizational factors to predict performance.

Main Methods:

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  • An integrative review of existing literature on emotional intelligence and performance.
  • Theoretical proposition development based on synthesizing research findings.
  • Formulation of 5 empirically testable propositions outlining the interaction between emotional competencies, organizational climate, and job demands/autonomy.

Main Results:

  • Emotional competencies such as self-control and resilience may buffer against performance decline under high job demands.
  • Social skills, conscientiousness, reliability, and integrity foster trust and group cohesion.
  • Motivation enhances job involvement in psychologically safe and meaningful work environments.

Conclusions:

  • Specific emotional competencies are more direct predictors of performance than general emotional intelligence.
  • The interplay between individual competencies and the work environment is crucial for optimizing performance.
  • Targeting the development of key emotional competencies can enhance employee effectiveness and organizational outcomes.