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Applicant versus employee scores on self-report emotional intelligence measures

Filip Lievens (UGent) , Ute-Christine Klehe and Nele Libbrecht (UGent)
(2011) JOURNAL OF PERSONNEL PSYCHOLOGY. 10(2). p.89-95
Author
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Abstract
There exists growing interest to assess applicants' emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher scores than current norm scores suggest. So far, no studies have scrutinized self-reported EI scores among a sample of actual job applicants. Therefore, this study compares the scores of actual applicants at a large ICT organization (n = 109) on a well-known self-report measure of EI to the scores of employees already working in the organization (n = 239). The current study is the first to show that applicants' scores on a self-report measure of EI during the selection process are indeed higher (d = 1.12) and have less variance (SD ratio = 0.86/1) than incumbents' scores. Finally, a meta-analytic combination of our results with those of earlier research showed that a score increase of about 1 SD in applicant conditions seems to be the rule, regardless of the type of setting, self-report EI measure, and within-versus between-subjects design employed.
Keywords
UNIVERSITY-STUDENTS, RESPONSE DISTORTION, PERSONNEL-SELECTION, PERFORMANCE, VALIDITY, FAKING, SATISFACTION, METAANALYSIS, VALIDATION, FAKABILITY, score inflation, emotional intelligence, personnel selection, trait-based emotional intelligence self-report, applicants

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MLA
Lievens, Filip, et al. “Applicant versus Employee Scores on Self-Report Emotional Intelligence Measures.” JOURNAL OF PERSONNEL PSYCHOLOGY, vol. 10, no. 2, 2011, pp. 89–95, doi:10.1027/1866-5888/a000036.
APA
Lievens, F., Klehe, U.-C., & Libbrecht, N. (2011). Applicant versus employee scores on self-report emotional intelligence measures. JOURNAL OF PERSONNEL PSYCHOLOGY, 10(2), 89–95. https://doi.org/10.1027/1866-5888/a000036
Chicago author-date
Lievens, Filip, Ute-Christine Klehe, and Nele Libbrecht. 2011. “Applicant versus Employee Scores on Self-Report Emotional Intelligence Measures.” JOURNAL OF PERSONNEL PSYCHOLOGY 10 (2): 89–95. https://doi.org/10.1027/1866-5888/a000036.
Chicago author-date (all authors)
Lievens, Filip, Ute-Christine Klehe, and Nele Libbrecht. 2011. “Applicant versus Employee Scores on Self-Report Emotional Intelligence Measures.” JOURNAL OF PERSONNEL PSYCHOLOGY 10 (2): 89–95. doi:10.1027/1866-5888/a000036.
Vancouver
1.
Lievens F, Klehe U-C, Libbrecht N. Applicant versus employee scores on self-report emotional intelligence measures. JOURNAL OF PERSONNEL PSYCHOLOGY. 2011;10(2):89–95.
IEEE
[1]
F. Lievens, U.-C. Klehe, and N. Libbrecht, “Applicant versus employee scores on self-report emotional intelligence measures,” JOURNAL OF PERSONNEL PSYCHOLOGY, vol. 10, no. 2, pp. 89–95, 2011.
@article{1205511,
  abstract     = {{There exists growing interest to assess applicants' emotional intelligence (EI) via self-report trait-based measures of EI as part of the selection process. However, some studies that experimentally manipulated applicant conditions have cautioned that in these conditions use of self-report measures for assessing EI might lead to considerably higher scores than current norm scores suggest. So far, no studies have scrutinized self-reported EI scores among a sample of actual job applicants. Therefore, this study compares the scores of actual applicants at a large ICT organization (n = 109) on a well-known self-report measure of EI to the scores of employees already working in the organization (n = 239). The current study is the first to show that applicants' scores on a self-report measure of EI during the selection process are indeed higher (d = 1.12) and have less variance (SD ratio = 0.86/1) than incumbents' scores. Finally, a meta-analytic combination of our results with those of earlier research showed that a score increase of about 1 SD in applicant conditions seems to be the rule, regardless of the type of setting, self-report EI measure, and within-versus between-subjects design employed.}},
  author       = {{Lievens, Filip and Klehe, Ute-Christine and Libbrecht, Nele}},
  issn         = {{2190-5150}},
  journal      = {{JOURNAL OF PERSONNEL PSYCHOLOGY}},
  keywords     = {{UNIVERSITY-STUDENTS,RESPONSE DISTORTION,PERSONNEL-SELECTION,PERFORMANCE,VALIDITY,FAKING,SATISFACTION,METAANALYSIS,VALIDATION,FAKABILITY,score inflation,emotional intelligence,personnel selection,trait-based emotional intelligence self-report,applicants}},
  language     = {{eng}},
  number       = {{2}},
  pages        = {{89--95}},
  title        = {{Applicant versus employee scores on self-report emotional intelligence measures}},
  url          = {{http://doi.org/10.1027/1866-5888/a000036}},
  volume       = {{10}},
  year         = {{2011}},
}
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