correlation between EI and work performance

correlation between EI and work performance

with Jimmy Petruzzi

Disagree with the view of causation between emotional intelligence and work/ academic performance, Though i agree with a correlation between EI and work performance.

According to Goleman, (1998), EI can be improved, and is more significant than intelligence, and how in sales environments people with high EI do better than people with less EI.

In contrast to  the research by Goleman, (1998). Research by Matthews et al.(2002)  raises concerns about the choice in the people administering the  MSCEIT V.2 test and the lack of scientific validity in the scoring system which would question the validity of the results.According to research by Landy & Conte, (2004) there are concerns about the scientific validity of emotional intelligence, specifying concerns about how EI is measured.The research suggests a weakness in emotional intelligence empirical validity,  and there appears to be doubts in the reliability of the  administration of testing protocols,

According to  research specified above, based around the scientific validity of EI, it would appear difficult to suggest a causation between emotional intelligence and work performance. Although upon examining  the literature comparatively a conclusion can be drawn there is a correlation between EI and work success,

Research by  Daus &Ashkanasy, ( 2005)  specify a positive correlation  between  emotional intelligence and work related performance although in contrast research by  Locke,( 2005)  takes a more negative view of the correlation between EI and work related performance, although pointing out potential benefits, the negative view tends to be based on the limited empirical research around EI. Which supports the argument of no causation  between EI and work based performance, though a potential correlaton.

Also of significance research Murphy, (2014) suggests emotional intelligence from a practical point of view lacks scientific credibility, and derives from the FFM. According to Murphy (2014) doubts over the reliability of self-reporting tests, for example someone applying for a job could consciously choose the most appropriate answer. The research supports a correlation of EI and work based performance, linking EI to the FFM model which has immense empirical evidence, although it appears  on its own it would be  difficult to suggest EI  is causative for work success or  causative testing protocols for successful work placement.

What are your thoughts on EI being a correlative factor to work success in adverse to causative?


Daus, C., & Ashkanasy, N. (2005). The case for the abilitybased model of emotional intelligence in organizational behavior. Journal of Organizational Behavior, 26, 453-466.

Goleman, D. (1995). Emotional intelligence: Why it can matter more than IQ. New York: Bantam Books

Goleman, D. (1998). Working with emotional intelligence. Bantam.


Hochschild, A. R. (1983). The managed heart: Commercialization of human feelings. Berkeley: University of California Press.


Landy, F. J., & Conte, J. M. (2004). Work in the 21st century: An introduction to industrial and organizational psychology. Boston, MA: McGraw-Hill.


Murphy, K. R. (2014). A Critique of Emotional Intelligence: What Are the Problems and How Can

They Be Fixed? London: Psychology Press.


Matthews, G., Zeidner, M., & Roberts, R. D. (2002). Emotional intelligence: Science and myth. Cambridge, MA: MIT Press.


Van Rooy, D. L., & Viswesvaran, C. (2004). Emotional intelligence: a meta-analytic investigation of predictive validity and nomological net. Journal of Vocational Behavior, 65, 71–95