AN EXAMINATION OF DATA COLLECTION INSTRUMENTS FOR MEASURING EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT

摘要

Emotional Intelligence and Organizational Commitment have been theorized to be positively related to Job Performance. Emotional Intelligence (EI) refers to how well an individual monitors not only his or her own emotions but also those of others, identifies them, and is able to organize and choose actions based upon them. Organizational Commitment (OC) refers to an individual's emotional and practical reasons for remaining with an employer as well as a sense of innate loyalty to the employer. The literature has documented mixed findings that support such a relationship. One factor contributing to the lack of consensus in the literature is due to the vast number of instruments available to measure these constructs, particularly EI. This paper will contrast and compare the various data collection instruments published in the literature used to measure EI and OC. Factors to be examined include theory/model alignment, rater (self or other), number of questions, length of time to complete, sample type measured, validity, and reliability. This consolidated summary will be useful to future researchers by assisting in the selection of data collection instruments. Understanding which instruments might be more appropriate for measuring El and OC in engineering organizations and utilizing this knowledge to enable more effective leadership and more committed employees would contribute to the field of Engineering Management.