Description
“What really matters for success, character, happiness and life long achievements is a definite set of emotional skills—your EQ—not just purely cognitive abilities that are measured by conventional IQ tests.” – Daniel Goleman, Ph.D.
Since the birth of the concept in a 1985 thesis by Wayne Leon Payne, researchers have been working to discover what factors play a part in emotional intelligence. Many conceptions of emotional intelligence are divided into two main interpretations: aspects related to understanding and dealing with one’s own emotions and those related to understanding the emotions of others and handling social interactions. For many prominent EQ researchers, including most notably Goleman and Reuven Bar-on, the construct also includes broader traits such as motivation, interpersonal skills, and other personal attributes (often called a mixed model). For others, including Peter Salovey, John Meyer, and their colleagues, the latest models of EQ are strictly related to a person’s abilities in this area (often called an ability model). Like the classical notion of intelligence, they felt that emotional intelligence is a cognitive ability that can be accurately and concretely defined and measured.
Three main options exist in terms of how to assess EQ:
- Assess the related skills as you would traditional intelligence, with questions where the goal is to select the best answer. This method works best with the ability model of emotional intelligence.
- Evaluate these skills through self-report, where the test-takers answer according to what they most likely would do in a variety of situations. This works best with the mixed model of emotional intelligence.
- Create an assessment that combines these two techniques and therefore utilizes both the ability model and the mixed model of EQ while helping to overcome potential problems with both.
It appears that the mixed models and the ability methods of evaluating EQ do not assess exactly the same thing. In fact, Mayer and Salovey themselves found that their assessment shares only 10% of the variance with Bar-on’s self-report measure of emotional intelligence (Mayer, Caruso, & Salovey, 2000). This means that while they may be somewhat related, there is not enough overlap to justify using only one or the other. Since self-report and ability measures can be seen as distinct elements, our assessment will include both forms. Both types of measures have been shown to have predictive value in different areas in a large number of studies, so using both can create a measure that is effective in measuring success in a variety of areas.
Purpose: An emotionally intelligent employee and / or manager can be an asset in any company and field. MEIQ – HR – R3 is an emotional IQ test that is designed for hiring and skill development purposes.
Vitals
No. of questions: 123
Question type: Situational, self-report, skill testing
Estimated completion time: 65 minutes
Shorter version of assessment available: N/A
Recommended age level: 18+
Qualification Level: Class A
Compliance: APA standards; EEOC standards (gender, age, disability)
Validation Information:
● Sample Size: 34,870
● Cronbach’s Alpha: 0.94
Features
Benchmarks: Available (general population and 35 industries)
Interview Questions: Available
Group Comparisons: Available
360 Version: Available
Report Includes:
● Summary
● Introduction
● Graphs
● Detailed narrative interpretation
● Strengths and Limitations
● Impression Management
● Advice
Factors and Scales:
Overall Score plus 4 factors, broken down into 20 scales:
● Emotional Identification, Perception, and Expression: Capacity to identify emotions in
oneself and recognize them in others.
● Emotional Facilitation of Thought: Ability and willingness to use feelings constructively
and to let them guide you.
● Emotional Understanding: Ability to understand emotions, understand others, and use that
knowledge productively.
● Emotional Management: Assesses the ability to manage oneself in a variety of
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