Relationships Between Emotional Intelligence and Individual Workplace Performance

The intelligence quotients for intellectual ability or expertise in work environments are no longer leading factors in being hired or promoted (Cherniss & Goleman, 2001; Wolff, Druskat, Koman, & Messer, 2006). More recently, what appears to matter more importantly is competence for effective people management skills (Ashkanasy & Dashborough, 2003; Diggins, 2004; Douglas, Frink, & Ferris, 2004; Silberman, 2001; Wolff et al., 2006). One research question and five hypotheses were generated for the study to gain a better understanding of the relationships and factors contributing to emotional intelligence and individual workplace performance, and to elucidate which of the two emotional intelligence models in this study has better explanatory power for individual workplace performance