L. Kalai Bharathi
In recent years, Emotional Intelligence (EI) has been a popular topic of debate in the field of management. It has been praised as a successful predictor of job performance and leadership ability. According to popular opinion and workplace testimonials, emotional intelligence increases performance and productivity; however, there has been a general lack of independent, systematic analysis substantiating that claim. In this tradition, measures have been developed for social intelligence (Archer, 1980; Cantor and Kihlstrom, 1987; Kerr and Speroff, 1954; Stricker and Rock, 1990), practical intelligence (Sternberg and Wagner, 1986) and emotional intelligence (see e.g. Davies, Stankov and Roberts, 1998; Salovey and Meyer, 1990; Schutte et al., 1998). These constructs refer to cognitive skills that are needed to solve the problems that are typically encountered in life, for example in solving conflicts at work, collaborating with others, or adjustment to new cultural environments and work settings. The present study focused on the concept of emotional intelligence and aimed at the psychometric qualities of both self- and other ratings of emotional intelligence.