An Inductive Exploration of the Social Effectiveness Construct Space

Abstract

There is no agreement regarding the nature or number of dimensions that make up the social effectiveness domain. We inductively explore the relationships between a set of social effectiveness measures with the intention of identifying an initial set of dimensions. An exploratory factor analysis of the Social Competence Inventory (SCI, Schneider, 2001) resulted in the identification of four factors: Social Potency, Social Appropriateness, Social Emotional Expression, and Social Reputation. A joint factor analysis between the SCI and a set of extant measures resulted in the identification of the same four factors. A fifth factor emerged when a set of scales from an emotional intelligence measure was included in the analysis, suggesting that emotional intelligence is not captured within the common factor space defined by measures of social effectiveness. This study represents a first step in the establishment of a set of common social effectiveness dimensions.

Why does self-reported emotional intelligence predict job performance? A meta-analytic investigation of mixed EI.

“…Not job performance Graves (1999) Ability EI (MSCEIT;Mayer et al, 1999) Performance in simulated activities Not job performance Griffin (2006) Computer self-efficacy Big Five personality traits Not general self-efficacy Hammond, Lockman, & Boling (2010) Mixed EI (EIS;Schutte et al, 1998) Career decision-making self-efficacy Not general self-efficacy Hartman (2006) Career decision-making self-efficacy Big Five personality traits Not general self-efficacy Hartsfield (2003) Self-rated ability EI (Wong & Law, 2002) General self-efficacy Self-rated ability EI Kaur, Schutte, & Thorsteinsson (2006) Mixed EI (Schutte et al, 1998) Teaching self-efficacy Not general self-efficacy Kepes (2008) Sales self-efficacy Big Five personality traits Not general self-efficacy Kerr, Garvin, Heaton, & Boyle (2006) Ability EI (MSCEIT; Mayer et al, 2000) Subordinates' rating of supervisory leadership effectiveness Not supervisor-rated job performance Kilic-Bebek (2009) Specific self-efficacy Big Five personality traits Not general self-efficacy Kim, Cable, Kim, & Wang (2009) Self-rated ability EI (Law, Wong, & Song, 2004) Supervisor-rated task effectiveness Self-rated ability EI Bedwell, 2003) Counseling self-efficacy Not general self-efficacy Martini (2008) Self-rated ability EI (Wong & Law, 2002) Leader self-efficacy Self-rated ability EI; Not general self-efficacy Mikolajczak, Luminet, & Menil (2006) Mixed EI (French TEIQue-LF; Mikolajczak et al, 2007) Self-efficacy to pass exam Not general self-efficacy Nel (2001) Mixed EI (ECI-2.0; Wolff, 2006) Organization-provided overall performance rating (partly subjective and partly objective) Not supervisor-rated or self-rated job performance Nguyen (2003) Test-taking self-efficacy Big Five personality traits Not general self-efficacy Norris (2002) Self-efficacy for nursing work Big Five personality traits Not general self-efficacy Okech…”

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

“…Scores from these measures tend to exhibit stronger relationships with personality traits, and in particular, those related to extraversion and agreeableness (Riggio, ). Research often fails to demonstrate convergence between trait‐based and performance‐based measures of SI (e.g., Heggestad & Morrison, ).…”

Can social intelligence be measured? Psychometric properties of the Tromsø Social Intelligence Scale – English Version

“…Silvera et al (2001) proposed that varying definitions of social intelligence, along with its multifaceted nature, make it a complex construct to quantify and that, as a result, attempts to operationalise social intelligence have met with limited success. Other researchers have also argued that the multifaceted nature of social intelligence hinders its effective operationalisation (Heggestad & Morrison, 2008;Jones & Day, 1997;Keating, 1978).…”