Individual Presentation

Personality, Leadership & Emotional Intelligence (Interrelationship)

By: Rana Shahid Javed ( SP-09-132)

Personality & Leadership are generally fixed but IE can be learned or taught

Personality: is the particular combination of emotional,

attitudinal, and behavioral response patterns of an individual

Leadership:process of social influence in which one person can hire/enlist the aid and support of others in the accomplishment of a common task Emotional Intelligence (EI): ability to identify, assess, and control the emotions of oneself, of others, and of groups

Models of Emotional Intelligence

EI could be used in the recruitment process to select potentially successful job applicants, and form the basis of employee training and development programs. Numerous models and measures of EI have been developd (Mayer, Caruso & Salovey, 2000)

Models under Study

Workplace SUEIT (Palmer & Stough, 2001) NEO FFI (Costa & McCrae, 1992) & MLQ (Bass & Avolio, 2000) in one out of three samples

Various Measures of EI
Both self-report and performance-based measures of EI have been developed for EI measurement

Workplace SUEIT
Five-factor (Subscale) model of EI three of the five major domains of personality, namely: Neuroticism, Extraversion & Openness SUEIT might account for additional variance in criteria such as workplace satisfaction and success

Other (two) Models

NEO FFI

:-

a 60-item short form of the widely used NEO PI-R was used to measure personality

MLQ

:-

was used to measure leadership

Samples used
Three Samples 1. 210 participants from local community 2. Sample 2 comprised 555 nurses 3. Sample 3 comprised 110 senior executives from various industries

Methodology Used
Sample one, two and three completed the SUEIT and the N.E. and O. facets of the NEO FFI. Sample 2 completed the SUEIT, the full NEO FFI and the MLQ

Findings of the Study

SUEIT can predict theoretically related variables (e.g., effective leadership) over and above personality. Finding suggests that the SUEIT might be a useful measure to incorporate into psychological recruitment batteries as it might account for additional variance not captured in its absence. Furthermore, the findings suggest that the SUEIT might be useful as a training and development tool to help individuals better understand themselves and others and how their emotions impact on their daily lives at work.

Resource
Extract from a Research Paper Presented at the 5th Australia I/O Psychology Conference in June, 2003 By Benjamin R Palmer, Lisa Gardner & Con Stough