國立虎尾科技大學 |

Leadership and emotional intelligence : = Ability-based and mixed models of emotional intelligence as predictors of leadership performance across manager levels.

紀錄類型:	書目-語言資料,手稿 : Monograph/item
正題名/作者:	Leadership and emotional intelligence :/
其他題名:	Ability-based and mixed models of emotional intelligence as predictors of leadership performance across manager levels.
作者:	Carroll, William E.
面頁冊數:	1 online resource (133 pages)
附註:	Source: Dissertation Abstracts International, Volume: 78-08(E), Section: A.
標題:	Business administration. -
電子資源:	click for full text (PQDT)
ISBN:	9781369685732

Leadership and emotional intelligence : = Ability-based and mixed models of emotional intelligence as predictors of leadership performance across manager levels.
Carroll, William E.

Leadership and emotional intelligence :Ability-based and mixed models of emotional intelligence as predictors of leadership performance across manager levels. - 1 online resource (133 pages)

Source: Dissertation Abstracts International, Volume: 78-08(E), Section: A.

Thesis (Psy.D.)--Capella University, 2017.

Includes bibliographical references

The current study asks four primary research questions to address several questions about the psychometric properties of emotional intelligence (EI) assessments; is there a statistically significant difference in (a) the predictive validity of a participant's EI scores for their leadership performance as measured by Charismatic/Transformational Leadership (CTL) behavior occurrence when EI is measured using an assessment based on the ability-based as compared to an assessment based on the mixed model; (b) the predictive validity of a participant's EI scores for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy; (c) the predictive validity of a participant's EI scores when measured using an assessment based on the abilities-based model for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy and; (d) the predictive validity of a participant's EI scores when measured using an assessment based on the mixed model for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy? The goals were to determine (a) if there is a difference in how well the ability-based and mixed models each predict the self-reported CTL and (b) if this predictive relationship is affected by a leader's position within the organizational hierarchy. Current supervisors from all levels within their organization's hierarchies completed the MSCEIT, Genos EI, MLQ, and a demographic questionnaire which asked for their leadership level. 168 current leader's data was obtained from Qualtrics, LLC. Stepwise multiple linear regression analysis showed no statistically significant difference in the predictive validities of the abilities-based and mixed models of EI for self-reported CTL. Regression-based tests for moderation effects showed a statistically significant difference in the regression coefficients between front-line leaders and other leadership levels for the MSCEIT, but no statistically significant differences for the Genos-EI. Possible artifacts and confounding variables were discussed, with particular focus on the use of self-report versions of the assessments.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2018

Mode of access: World Wide Web

ISBN: 9781369685732Subjects--Topical Terms:

1148568
Business administration.
Index Terms--Genre/Form:

554714
Electronic books.

Leadership and emotional intelligence : = Ability-based and mixed models of emotional intelligence as predictors of leadership performance across manager levels.
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520 $a The current study asks four primary research questions to address several questions about the psychometric properties of emotional intelligence (EI) assessments; is there a statistically significant difference in (a) the predictive validity of a participant's EI scores for their leadership performance as measured by Charismatic/Transformational Leadership (CTL) behavior occurrence when EI is measured using an assessment based on the ability-based as compared to an assessment based on the mixed model; (b) the predictive validity of a participant's EI scores for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy; (c) the predictive validity of a participant's EI scores when measured using an assessment based on the abilities-based model for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy and; (d) the predictive validity of a participant's EI scores when measured using an assessment based on the mixed model for their leadership performance as measured by CTL behavior occurrence when EI is measured at different levels of leadership within the organizational hierarchy? The goals were to determine (a) if there is a difference in how well the ability-based and mixed models each predict the self-reported CTL and (b) if this predictive relationship is affected by a leader's position within the organizational hierarchy. Current supervisors from all levels within their organization's hierarchies completed the MSCEIT, Genos EI, MLQ, and a demographic questionnaire which asked for their leadership level. 168 current leader's data was obtained from Qualtrics, LLC. Stepwise multiple linear regression analysis showed no statistically significant difference in the predictive validities of the abilities-based and mixed models of EI for self-reported CTL. Regression-based tests for moderation effects showed a statistically significant difference in the regression coefficients between front-line leaders and other leadership levels for the MSCEIT, but no statistically significant differences for the Genos-EI. Possible artifacts and confounding variables were discussed, with particular focus on the use of self-report versions of the assessments.
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