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dc.contributor.authorLievens, Filip
dc.contributor.authorKlehe, Ute-Christine
dc.contributor.authorLibbrecht, Nele
dc.description.abstractThere 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.en
dc.rightsIn Copyright*
dc.subjectjob applicantsen
dc.subjectemotional intelligence (EI)en
dc.titleApplicant versus employee scores on self-report emotional intelligence measuresen
local.affiliationFB 06 - Psychologie und Sportwissenschaftde_DE
local.opus.instituteArbeits- und Organisationspsychologiede_DE
local.source.freetextJournal of Personnel Psychology, 2011, 10(2), 89-95; doi:10.1027/1866-5888/a000036de_DE

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In Copyright