Emotional Intelligence (EI) was defined in the 1990s as "the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions"(Salovey and Mayer, 1990). Since then, the EI has become increasingly important and a debate has opened on the possible classifications, measurement methodologies and applications of the EI. The emotional skills of the EI are widely used in the workplace and constitute the "Organizational" EI. The skills of the Organizational EI can be assessed with the Emotional Intelligence Organizational Questionnaires (ORG-EIQ). In our study, we decided to evaluate the organizational EI in a multinational construction company. In particular, the difference between the employee's selfassessment scores (measured with the ORG-EIQ) and the hetero-assessment of the colleagues and the company's CEO (measured with the ORG-EIQ 360°) was analyzed. The results showed that more objective data on the worker EI emerged from the comparison of self and hetero evaluation. The study confirmed the importance of organizational EI in the workplace and the need for valid tools for its assessment.

Organizational intelligence assessment: The experience of a multinational construction company

Lecca L. I.
Writing – Review & Editing
;
2021-01-01

Abstract

Emotional Intelligence (EI) was defined in the 1990s as "the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions"(Salovey and Mayer, 1990). Since then, the EI has become increasingly important and a debate has opened on the possible classifications, measurement methodologies and applications of the EI. The emotional skills of the EI are widely used in the workplace and constitute the "Organizational" EI. The skills of the Organizational EI can be assessed with the Emotional Intelligence Organizational Questionnaires (ORG-EIQ). In our study, we decided to evaluate the organizational EI in a multinational construction company. In particular, the difference between the employee's selfassessment scores (measured with the ORG-EIQ) and the hetero-assessment of the colleagues and the company's CEO (measured with the ORG-EIQ 360°) was analyzed. The results showed that more objective data on the worker EI emerged from the comparison of self and hetero evaluation. The study confirmed the importance of organizational EI in the workplace and the need for valid tools for its assessment.
2021
Construction; Emotional intelligence; Occupational health; Organizational psychology; Workplace
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11584/360639
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