Additional Studies in the Field
There was a publication was done by researchers at Yale University Center for Emotional Intelligence. Their experiments included evaluating what effects ones mood can have on health related issues. After surveying patients via a “Mood Adjective Checklist,” the results were analyzed and placed upon a continuum of either multi-dimension solutions or two-dimensional solutions. The multiple-dimension approach involves the highest number of factors or “dimensions” that can be justified by the patient. This approach looks deeper into the patients adjective survey and finds underlying moods or feelings and doesn’t just focus on the main surface ones such as joy, fear, or anger. The two-dimensial solution has adjectives in pairs and the patient picks one over the other. For example, Pleasant/Unpleasant, or Aroused/Calm. This approach is a much broader mood domain being analyzed about the patient. The conclusion of their research says mood is better represented when in is not thought of in a single domain, but instead in multiple domains. Some of the health issues experimented with included symptom appraisal, health behavior self-efficacy, outcome expectations, and perceptions of vulnerability. The authors support the claim that ones mood is an important factor of a patient seeking care, support, and the recovery of an illness altogether. Relating this to emotional intelligence, which is the ability to identify and manage your own emotions, when patients are faced with physically seeing adjectives describing how they feel it forces them to pin point how they are feeling. When they know how they feel and what kind of “mood” they are in, this can help them in any decision making process.
John Mayer wrote a Journal article that focused on the divide between the three main classes of intelligence. The first type in the abstract, analytical, and verbal intelligence, the second class is the mechanical, performance, and synthetic intelligences, the third class is the social and practical intelligence. This particular research focuses on the third class, social intelligences and goes further and divides social intelligence into two categories of its own; emotional and motivational intelligence. Mayer and Geher define motivational intelligence as the understanding of motivations and the need for achievements. They say that the desire for human affiliation and power belongs in this class. Emotional intelligence on the other hand involves recognizing ones own emotions and the ability to reason with emotional related information. Mayer and Geher belive for one to have abundant social intelligence, they must have both cooperative motivational intelligence and emotional intelligence. This journal gives examples of situations where a patient is not able to connect their thoughts to their emotions and how in turn, this is a social disadvantage. A woman is having an affair with a married man, she essentially gives him a “rule,” that when the married man leaves her he must not go straight home to his wife and when the man comes to see her he must not come straight from his wife. Mayer and Geher state this woman is at a social disadvantage and has made this decision using all of her emotions instead of logic. Emotionally intelligent people often have better cognitive processing skills because they are open minded to not only their emotions but to other peoples emotional reactions. In one of their studies, the participants were given writings of real people’s thoughts. The participants were asked what kind of mood they thought the writer was in, or what emotions they were experiencing. Their general hypothesis was ones ability to read other people’s emotions which was a reflection of their own emotional intelligence. Their studies also address how language used is directly correlated to the ability to label emotion. For example the person who states they are feeling appreciated versus just stating they are feeling happy, is labeled as having a more emotionally intelligent personality.
Shuttes research labels emotional intelligence as a combination of ones imagination, cognition, and personality. In their study, they used a 33-item scale to measure attention to feelings, clarity of feelings, ability to repair mood, optimism, and impulse control. The study also related these to the “Big Five” personality dimensions. The big five are essentially five traits used to describe human personality. They narrow personality into five main categories; openness, conscientiousness, extraversion, agreeableness, and neuroticism. Empirical research has shown that the Big Five personality traits show consistency in interviews, self-descriptions, and observations. In their clinical experiment, the researchers asked a group of roughly 350 participants to respond to their “pool” of 62 items and grading themselves on a five point scale for each one. They also split up the group for them to also take one of the 5 following tests; The Totonto Alexithymia Scale was given to assess difficulties in identifying and describing feelings, the Affective Communications Test was given to assess non-verbal expressiveness, the Life Orientation Test was given to assess optimism and pessimism, the Trait Meta Mood Scale assess attention to feelings, clarity of feelings, and mood repair, the Zung Self-Rating Scale measures severity of depression. They compared psychologists to female prisioners and also to substance abuse users. They also compared overall mens scores to womens scores. The psychologists had the highest scores, then the prisioners, then the substance abusers. Women also consistently scored higher than men. They also compared their results on their self-evaluation to the results the psychotherapists had concluded after taking one of the five tests. Their results showed that the participants all across the board were answering questions “faking good.” Overall, the different studies were successful in showing a good representation of their participants emotional intelligence.
Wang's research from Cornell University focuses on Emotional Inteligence (EI) in a group setting. Wang tests the correlation of the team’s overall EI and their performance and finds that EI is positively related to performance. She states that maintaining interpersonal relationships is a very important factor in a productive workplace. She measures the degree of social ability in the workplace environments of police officers, debt collectors, and nurses. Wang concluded that in jobs that require interpersonal interactions, the emotional intelligence relationship with individual performance is the strongest. Emotional intelligence is important to the team level in two main ways, the first way viewing EI as a climate that influences the members’ interpretation of responses to emotional issues. The second way views EI as a resource that each individual brings to the team and puts it together for a task accomplishment. The overall conclusion was that when individual traits and levels of EI are brought to the team level, it all depends on the teams “task” being performed. The article also studies how diversity in groups affects the overall level of emotional intelligence. Wang states that group collaboration relates to performance in diverse teams. When they were asked to discuss a task, diverse teams were more likely to verbalize conflicting ideas and had more efficient plans and stronger opinions about how to move forward.
There was a publication was done by researchers at Yale University Center for Emotional Intelligence. Their experiments included evaluating what effects ones mood can have on health related issues. After surveying patients via a “Mood Adjective Checklist,” the results were analyzed and placed upon a continuum of either multi-dimension solutions or two-dimensional solutions. The multiple-dimension approach involves the highest number of factors or “dimensions” that can be justified by the patient. This approach looks deeper into the patients adjective survey and finds underlying moods or feelings and doesn’t just focus on the main surface ones such as joy, fear, or anger. The two-dimensial solution has adjectives in pairs and the patient picks one over the other. For example, Pleasant/Unpleasant, or Aroused/Calm. This approach is a much broader mood domain being analyzed about the patient. The conclusion of their research says mood is better represented when in is not thought of in a single domain, but instead in multiple domains. Some of the health issues experimented with included symptom appraisal, health behavior self-efficacy, outcome expectations, and perceptions of vulnerability. The authors support the claim that ones mood is an important factor of a patient seeking care, support, and the recovery of an illness altogether. Relating this to emotional intelligence, which is the ability to identify and manage your own emotions, when patients are faced with physically seeing adjectives describing how they feel it forces them to pin point how they are feeling. When they know how they feel and what kind of “mood” they are in, this can help them in any decision making process.
John Mayer wrote a Journal article that focused on the divide between the three main classes of intelligence. The first type in the abstract, analytical, and verbal intelligence, the second class is the mechanical, performance, and synthetic intelligences, the third class is the social and practical intelligence. This particular research focuses on the third class, social intelligences and goes further and divides social intelligence into two categories of its own; emotional and motivational intelligence. Mayer and Geher define motivational intelligence as the understanding of motivations and the need for achievements. They say that the desire for human affiliation and power belongs in this class. Emotional intelligence on the other hand involves recognizing ones own emotions and the ability to reason with emotional related information. Mayer and Geher belive for one to have abundant social intelligence, they must have both cooperative motivational intelligence and emotional intelligence. This journal gives examples of situations where a patient is not able to connect their thoughts to their emotions and how in turn, this is a social disadvantage. A woman is having an affair with a married man, she essentially gives him a “rule,” that when the married man leaves her he must not go straight home to his wife and when the man comes to see her he must not come straight from his wife. Mayer and Geher state this woman is at a social disadvantage and has made this decision using all of her emotions instead of logic. Emotionally intelligent people often have better cognitive processing skills because they are open minded to not only their emotions but to other peoples emotional reactions. In one of their studies, the participants were given writings of real people’s thoughts. The participants were asked what kind of mood they thought the writer was in, or what emotions they were experiencing. Their general hypothesis was ones ability to read other people’s emotions which was a reflection of their own emotional intelligence. Their studies also address how language used is directly correlated to the ability to label emotion. For example the person who states they are feeling appreciated versus just stating they are feeling happy, is labeled as having a more emotionally intelligent personality.
Shuttes research labels emotional intelligence as a combination of ones imagination, cognition, and personality. In their study, they used a 33-item scale to measure attention to feelings, clarity of feelings, ability to repair mood, optimism, and impulse control. The study also related these to the “Big Five” personality dimensions. The big five are essentially five traits used to describe human personality. They narrow personality into five main categories; openness, conscientiousness, extraversion, agreeableness, and neuroticism. Empirical research has shown that the Big Five personality traits show consistency in interviews, self-descriptions, and observations. In their clinical experiment, the researchers asked a group of roughly 350 participants to respond to their “pool” of 62 items and grading themselves on a five point scale for each one. They also split up the group for them to also take one of the 5 following tests; The Totonto Alexithymia Scale was given to assess difficulties in identifying and describing feelings, the Affective Communications Test was given to assess non-verbal expressiveness, the Life Orientation Test was given to assess optimism and pessimism, the Trait Meta Mood Scale assess attention to feelings, clarity of feelings, and mood repair, the Zung Self-Rating Scale measures severity of depression. They compared psychologists to female prisioners and also to substance abuse users. They also compared overall mens scores to womens scores. The psychologists had the highest scores, then the prisioners, then the substance abusers. Women also consistently scored higher than men. They also compared their results on their self-evaluation to the results the psychotherapists had concluded after taking one of the five tests. Their results showed that the participants all across the board were answering questions “faking good.” Overall, the different studies were successful in showing a good representation of their participants emotional intelligence.
Wang's research from Cornell University focuses on Emotional Inteligence (EI) in a group setting. Wang tests the correlation of the team’s overall EI and their performance and finds that EI is positively related to performance. She states that maintaining interpersonal relationships is a very important factor in a productive workplace. She measures the degree of social ability in the workplace environments of police officers, debt collectors, and nurses. Wang concluded that in jobs that require interpersonal interactions, the emotional intelligence relationship with individual performance is the strongest. Emotional intelligence is important to the team level in two main ways, the first way viewing EI as a climate that influences the members’ interpretation of responses to emotional issues. The second way views EI as a resource that each individual brings to the team and puts it together for a task accomplishment. The overall conclusion was that when individual traits and levels of EI are brought to the team level, it all depends on the teams “task” being performed. The article also studies how diversity in groups affects the overall level of emotional intelligence. Wang states that group collaboration relates to performance in diverse teams. When they were asked to discuss a task, diverse teams were more likely to verbalize conflicting ideas and had more efficient plans and stronger opinions about how to move forward.