Título: | CONSTRUCTION AND INITIAL IDENTIFICATION OF VALIDITY OF AN EMOTIONAL INTELLIGENCE INSTRUMENT FOR LEADERS | ||||||||||||
Autor: |
PALOMA PEREIRA DE ALMEIDA |
||||||||||||
Colaborador(es): |
JESUS LANDEIRA FERNANDEZ - Orientador JULIANE CALLEGARO BORSA - Coorientador |
||||||||||||
Catalogação: | 24/OUT/2022 | Língua(s): | PORTUGUESE - BRAZIL |
||||||||||
Tipo: | TEXT | Subtipo: | THESIS | ||||||||||
Notas: |
[pt] Todos os dados constantes dos documentos são de inteira responsabilidade de seus autores. Os dados utilizados nas descrições dos documentos estão em conformidade com os sistemas da administração da PUC-Rio. [en] All data contained in the documents are the sole responsibility of the authors. The data used in the descriptions of the documents are in conformity with the systems of the administration of PUC-Rio. |
||||||||||||
Referência(s): |
[pt] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=60921&idi=1 [en] https://www.maxwell.vrac.puc-rio.br/projetosEspeciais/ETDs/consultas/conteudo.php?strSecao=resultado&nrSeq=60921&idi=2 |
||||||||||||
DOI: | https://doi.org/10.17771/PUCRio.acad.60921 | ||||||||||||
Resumo: | |||||||||||||
Emotional Intelligence (EI) is a theme that is gaining more and more space in
the corporate world, especially with regard to its evaluation among professionals
who occupy leadership positions. However, there are currently no properly
validated instruments for this context that specifically assess the EI of leaders.
Additionally, considering that this group composes a high-stake sample (i.e.
samples that are naturally more focused on having their responses contaminated in
order to please the evaluator), the need for an instrument that can have a more
precise control of the social desirability bias arises. Therefore, the study aimed to
construct and seek initial evidence of validity of the Evaluation of Emotional
Intelligence of Leaders (AIEL) scale, a measure that aims to assess four emotional
intelligence skills based on the forced choice method. Studies were conducted to
search for evidence of contente validity and internal structure through the use of
item agreement indices, exploratory factor analysis, confirmatory factor analysis
and analyses based on the Thurstonian Item Response Theory (TRI-T). The final
version of the instrument was answered by a sample of 215 leaders. After all the
analyses performed, 36 items were selected (sociability = 11, well-being = 6, selfcontrol = 10 and emotionality = 9) with factor loadings ranging from 0.387 to 0.902
and an average value of 0.64. The model also presented a good fit. The accuracy of
factorial scores was high in all factors, ranging from 0.97 to 0.98. Despite a good
internal structure and possibility of use in scientific research, it is worth highlighting
some limitations of the AIEL: the sample used was small and there was a high
discrepancy of the mean values of social desirability among the items of the triplet
blocks. It is suggested to create new items with greater balancing and in quadruple
format. Additionally, it is necessary to apply it to larger and more diverse samples,
with respondents with different demographic characteristics, to carry out studies
about their standardization. It is also suggested to conduct validity studies based on
relations with external measures. Finally, it is expected that the present study will
contribute to the development of EI measures in the forced choice format specific
to the organizational context, thus contributing to the work of the organizational
psychologist and the advancement of the Brazilian field of organizational and work
psychology, with regard to the creation of more properly validated and suitable
instruments for this activity área
|
|||||||||||||
|