La evaluación de la inteligencia emocional: ¿autoinformes o pruebas de habilidad surveys used in the assessment of IE (one self - report and one ability test). TEST DE INTELIGENCIA EMOCIONAL MAYER-SALOVEY-CARUSO AUTORES: D. R. Caruso, J. D. Mayer y P. Salovey. ADAPTADORA: I. Fern ndez-Pinto. Definitions; Models of Emotional Intelligence; Tests of Emotional Intelligence; Emotional Intelligence vs. Multiple Intelligence; Emotional Intelligence vs.

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Test de Inteligencia libtutynupa.ml Cargado por. Gabriel Morones · Inteligencias Múltiples Alondra. Cargado por. Gabriel Morones · inteligencia emocional. Alcanzando-La-Inteligencia-Emocionalpdf. Cargado Download as PDF or read online from Scribd. Flag for .. Test Frostig II-b_libro de Figuras. Cargado. relación entre la Inteligencia Emocional y el Autoconcepto, en los colegiales de Inteligencia Emocional, propuesto por Ice Bar On, y el test de.

Luis Alfonso Lopez BarOn ICE test de inteligencia. La inteligencia emocional se define como un Test de Inteligencia Emocional - psicoactiva. Se refiere a la capacidad humana de sentir, entender Recommend Documents. Inteligencia Emocional. Inteligencia emocional. Sintesis de la inteligencia emocional, desde sus inicios.

Tipos de pruebas de inteligencia - ehowenespanol. Muchas pruebas de inteligencia son estandarizadas. En la inteligencia emocional superdotado.

Tabla 3. Resumen de las diferentes partes de la inteligencia Mayer, Salovey, Caruso y Sitarenios, Inteligencia Emocional no significa ahogar las emociones, sino dirigirlas y equilibrarlas hacia estados positivos. Test de inteligencia CI de PsicoActiva. Inteligencia emocional, inteligencia cognitiva y rendimiento Tabla 9. Se trata de una prueba en formato test basada en la capacidad del individuo,.

Inteligencia Emocional ; Inteligencia Emocional. Autor: Robert K. Inteligencia Emocional vs. Inteligencia General - Abacus - Universidad Descriptive and comparison analyses of the means between sexes were also carried out. The data analysis was performed using version 20 of the SPSS package. Table 1 shows the descriptive analyses of each variable in the total sample and by sex.

It also shows the differences in the means between sexes in each variable included in the study, when the sample is not composed of the same percentage of men and women. As can be seen, the values in all the variables are very similar, although for salary, men earn slightly more than women, and the same is true of the relative score for job level. The t test results for the difference of means for independent samples show that there are only significant differences in favour of men in age and job level.

There are no significant differences in salaries, general intelligence or any of the aspects of the PEI. Levene's test also shows the existence of homogeneity in the variances between men and women in all the variables. Table 2 presents the correlation coefficients for examining the association between the dimensions of general intelligence, perceived emotional intelligence TMMS Attention, TMMS clarity, TMMS control and extrinsic career success measures salary and job level.

The results in Table 2 show that the IQ showed no significant relationship with any of the extrinsic career success criteria, and that the dimensions of perceived emotional intelligence, TMMS Control. None of them is significantly related to job level. No significant relationships between the dimensions of perceived emotional intelligence and IQ were observed. Finally, the two criteria used, salary and job level, were also significantly related.

We conducted a hierarchical regression analysis to examine the incremental prediction of the dimensions PEI on IQ for the two criteria. Meanwhile, the increase in the variance explained by the dimensions of PEI were not statistically significant for job level. The individual variable that showed the greatest relationship with salary is TMMS control, whereas the variables that were negatively and significantly related to job level were sex and TMMS attention.

Few studies have analyzed the predictors of career success at the start of the career. In this study, we aimed to test whether two of them, general mental ability, as measured by IQ, and the dimensions of Perceived Emotional Intelligence, which are usually included in other studies with samples with greater professional experience, would also predict career success in the early stages of the career.

More specifically, we sought to ascertain whether PEI makes a specific contribution to the prediction of extrinsic career success beyond contribution made by general intelligence. We used two types of extrinsic criteria salary and occupational level , and found that the starting salary was positively predicted by PEI and more specifically by the TMMS control dimension of PEI; however, the dimensions of PEI fail to make a significant contribution in the case of job level, although the job level was predicted negatively by sex and by the TMMS attention dimension of PEI.

The results show that beyond general intelligence, emotional intelligence contributes to the level of salary received, while this contribution is not significant in the professional level achieved.

The results also show that professionals with higher levels of emotional self-regulation TMMS control achieve higher incomes and those with lower levels of attention to their own emotions TMMS attention achieve a higher occupational level.

Although our hypothesis has only been partially confirmed, it therefore supports the studies that have found incremental validity for emotional intelligence on cognitive skills Law et al. The greatest predictive power of emotional intelligence on general intelligence is possibly located in the unique requirements associated with the responsibilities of the jobs.

In order to obtain this help, it is essential to have certain socioemotional skills that contribute to job performance, enabling individuals to regulate their emotions in order to deal with stress effectively, work well under pressure, adapt to organizational change, achieve better relations at work, work better within a team and build social capital Lopes et al.

This study also shows that the predictors of salary and job level are different - TMMS control for the former and TMMS attention and sex for the latter.

With regard to salary, our results reinforce the importance of emotional regulation. The dimension of TMMS control, involving aspects such as "having an optimistic outlook, thinking about pleasant things, having positive thoughts or making sure of being in a good mood" , is related to the salary level achieved.

The importance of this dimension of EI has been demonstrated with other criteria such as performance at work Law et al.

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As for job level, the existence of significant negative relationships between it and the perceived emotional intelligence dimension of TMMS attention, described by items such as "I pay attention to my feelings" could be explained by the negative impact of excessive attention to one's emotions on overall performance, and therefore on the promotions received.

Sex is also a predictor of job level, with a negative sign, indicating that men reach higher level positions than women at the start of their career. Similar results were found by Rode et al.

Replication of these results in other studies might among other things reveal some degree of preference for males in recruitment for high level positions, which could have significant implications for regulations on gender equality.

Interestingly, this gender gap is absent in the case of salary levels. The fact that there are only differences between men and women in job level but not in salary or any of the variables related to PEI, except age, suggests that the explanatory variables of the gender effect fall outside the variables included in the study, and therefore the fact that there are more women than men in the study did not influence the results.

Finally, the third dimension of PEI, TMMS clarity, described by indicators such as "having clear feelings, being able to define them, knowing how one feels and understanding emotions" does not contribute to obtaining with higher salaries or with a higher professional level at the start of the career. When evaluating the results, it is important to consider the strengths and limitations. A first limitation of the study is the specification of the model.

Although this study does not test a comprehensive model of the variables related to career success, but rather a model that analyzes the influence of the dimensions of PEI in predicting career success, if relevant variables in this case such as personality are omitted after controlling for the effect of general intelligence, the model may have a specification error which affects the results.

A second limitation of this study is related to the sample size. This study may have lacked sufficient power to corroborate the statistical significance of the relationships that would have been found if a larger sample had been used. A third limitation, also derived from the sample size, may be the difficulty in disaggregating subsamples by qualification in order to ascertain the possible differential behaviour of the variables studied in different qualifications.

On the other hand, one of the strengths of the study is that it is based on longitudinal data from the same sample of graduates who are working and who were monitored from their university studies until their employment, three years after completing those studies, which enables causal inferences to be made to a great extent.

In order to establish the links between emotional intelligence and career success more precisely, we must take into account the emotional intelligence model on which the type of measure used is based, the inclusion of other variables such as personality as well as overall intelligence, the consideration of possible mediating variables, the separation of independent variables depending on whether they are proximal or distal, and the use of other homogeneous criteria for success.

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El profesional flexible en la Sociedad del Conocimiento.

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pdf test inteligencia emocional

Journal of Vocational Behavior, 58, Boyatzis, R. Clustering competence in emotional intelligence: Insights from the emotional competence inventory ECI. Bar-On and J. Parker Eds. San Francisco, CA: Brackett, M. Convergent, discriminant and incremental validity of competing measures of emotional intelligence. Personality and Social Psychology Bulletin, 29, Emotional Intelligence: Implications for personal, social, academic and workplace success.

Social and Personality Pyschology Compass, 5 1 , Burns, N. Emotional intelligence: More than personality and cognitive ability. Matthews, M. Roberts, The science of emotional intelligence: Knowns and unknowns pp. New York: Oxford University Press.

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The case for the ability based model of emotional intelligence in organizational behavior. Journal of Organisational Behavior, 26, Davies, M. Emotional intelligence.

In search of an elusive construct. Derksen, J. Does a self-report measure for emotional intelligence assess something different than general intelligence?

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Personality and Individual Differences, 32, Dreher, G. Cognitive ability and career attainment: Moderating effects of early career success. Dulewicz, V. Measuring emotional intelligence: Epstein, S. TEA Ediciones. Extremera, P. Perceived emotional intelligence and life satisfaction: Predictive and incremental validity using the Trait Meta-Mood Scale.

Psychological Reports, 94, Fox, S. Relations of emotional intelligence, practical intelligence, general intelligence, and trait affectivity with interview outcomes: Ganzach, Y. Intelligence and job satisfaction. Academy of Management Journal, 41 , Inteligencia Emocional y Autoeficacia. Contributions for personnel selection. Gardner, J. Concurrent and incremental validity of three trait emotional intelligence measures. Australian Journal of Psychology, 62, Gelissen, J.

Personality, social background, and occupational career success. Social Science Research, 35, Goleman, D. Working with emotional intelligence.

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Gottfredson, L. Jobs, and life. Nyborg Ed. Tribute to Arthur R. Jensen pp. Guillen L. Hall, D. Careers in and out of organizations. Thousand Oaks, CA: Harms, P. Emotional intelligence and transformational and transactional leadership: A meta-analysis.


Journal of Leadership and Organisational Studies, 17, Heslin, P. Conceptualizing and evaluating career success. Iliescu, D. Emotional Intelligence in Personnel Selection: Applicant reactions, criterion, and incremental validity. International Journal of Selection and Assessment, 20 3 , Jaskolka, G.

Measuring and predicting managerial success, Journal of Vocational Behavior, 26, Joseph, D. An integrative meta-analysis and cascading model. Journal of Applied Psychology, 95, Judge, T. An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, The Big Five personality traits, general mental ability, and career success across the life span.

Personnel Psychology, 52, Time is on my side: Time, general mental ability, human capital, and extrinsic career success. Journal of Applied Psychology, 95 1 , Insights from the emotional competence inventory ECI. The job level was measured by regrouping the 28 occupations included in item 23 of the questionnaire into 5 categories, where 1 included less skilled positions such as "agricultural labourer" and 5 included higher level positions such as "company director".

Evidence that emotional intelligence is related to job performance and affect and attitudes at work. Meanwhile, the increase in the variance explained by the dimensions of PEI were not statistically significant for job level. Educational and Psychological Measurement, 63 5 , Competing models of emotional intelligence.

Convergent, discriminant and incremental validity of competing measures of emotional intelligence. Pasa ya de los 70, Rossen, E.

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