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Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance

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  • Nhu Ngoc Nguyen

    (Graduate School for International Development and Cooperation, Hiroshima University, Higashihiroshima, Hiroshima 739-8529, Japan)

  • Phong Tuan Nham

    (School of Business Administration, University of Economics and Business—Vietnam National University, Hanoi 10000, Vietnam)

  • Yoshi Takahashi

    (Graduate School for International Development and Cooperation, Hiroshima University, Higashihiroshima, Hiroshima 739-8529, Japan)

Abstract

Based on previous findings, which found that the three facets of ability-based emotional intelligence (EI) have varying effects on job performance, this study investigates the relationship between emotional intelligence, cognitive intelligence (CI), and job performance. The use of a cascade model suggests a progressive pattern, starting from emotion perception, followed by emotional understanding and emotion regulation, with downstream effects on job performance. Considering the advantages and disadvantages of both measurements, we employed the performance-based ability measurement, the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) and the self-reporting ability EI measurement, Wong Law Emotional Intelligence Scale (WLEIS). Our findings supported the cascade model, but in the case of WLEIS measures, both self-emotion appraisal and others’ emotion appraisal precede emotion regulation, leading to a positive effect on job performance. Moreover, CI moderated the relationship between EI and job performance, such that a decline in CI rendered the relationship more positive. The MSCEIT and WLEIS showed similar results, thus supporting the cascading model and moderating effects.

Suggested Citation

  • Nhu Ngoc Nguyen & Phong Tuan Nham & Yoshi Takahashi, 2019. "Relationship between Ability-Based Emotional Intelligence, Cognitive Intelligence, and Job Performance," Sustainability, MDPI, vol. 11(8), pages 1-16, April.
    • Handle: RePEc:gam:jsusta:v:11:y:2019:i:8:p:2299-:d:223498
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    References listed on IDEAS

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    1. Adler, Seymour & Campion, Michael & Colquitt, Alan & Grubb, Amy & Murphy, Kevin & Ollander-Krane, Rob & Pulakos, Elaine D., 2016. "Getting Rid of Performance Ratings: Genius or Folly? A Debate," Industrial and Organizational Psychology, Cambridge University Press, vol. 9(2), pages 219-252, June.
    2. Sarah Herpertz & Sophia Nizielski & Michael Hock & Astrid Schütz, 2016. "The Relevance of Emotional Intelligence in Personnel Selection for High Emotional Labor Jobs," PLOS ONE, Public Library of Science, vol. 11(4), pages 1-11, April.
    3. Jahanvash Karim & Robert Weisz, 2010. "Cross-Cultural Research on the Reliability and Validity of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT)," Post-Print hal-01796438, HAL.
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    1. Uma Maheswari Gopinath & Nishad Nawaz & Vijayakumar Gajenderan & Hariswaran Balasubramaniyan, 2021. "Antecedents of Emotional Intelligence: Perceived Organizational Support Impact on Ambidextrous Behavior of Standalone Business School Faculty," Sustainability, MDPI, vol. 13(15), pages 1-12, July.
    2. Zorana Jolić Marjanović & Ana Altaras Dimitrijević & Sonja Protić & José M. Mestre, 2021. "The Role of Strategic Emotional Intelligence in Predicting Adolescents’ Academic Achievement: Possible Interplays with Verbal Intelligence and Personality," IJERPH, MDPI, vol. 18(24), pages 1-20, December.
    3. Emily A. Paskewitz, 2021. "Exploring the Impact of Emotional Intelligence on Family Farm Member Conflict Experiences," Sustainability, MDPI, vol. 13(15), pages 1-18, July.
    4. Martin Sanchez-Gomez & Edgar Breso & Gabriele Giorgi, 2021. "Could Emotional Intelligence Ability Predict Salary? A Cross-Sectional Study in a Multioccupational Sample," IJERPH, MDPI, vol. 18(3), pages 1-10, February.
    5. Hooria Khan & Md Sohel Chowdhury & Dae-seok Kang, 2022. "Leaders’ Emotion Regulation and the Influence of Respect and Entitlement on Employee Silence," Sustainability, MDPI, vol. 14(4), pages 1-14, February.

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