The Dark Side of Emotional Intelligence

Abstract

Over 300 British adults completed the Hogan Development Survey (HDS) (Hogan & Hogan, 2001), a measure of the personality disorders and the BarOn Emotional Quotient Inventory (EQi) (Bar-On, 2004). Work associates known to the participants also completed an observers' version of the EQi. The structures of both inventories were examined. The HDS factored into three clear factors (clusters A, B, C) confirming previous analyses while the EQi had a single factor structure. Cluster B disorders (labelled Moving Against People) were correlated negatively with the Stress scale on the EQi while Cluster A disorders (labelled Moving Away from People) were negatively correlated with Intrapersonal, Interpersonal and Mood subscale scores on the EQi. Regressions showed that Avoidant, Schizoid and Narcissistic disorders most consistently related to the self-reported EQi subscale scores. Interestingly Paranoia was positively correlated with the total and the Intrapersonal EQi scores. Participants tended to have higher self, compared to observer scores on the EQi. Only one regression was significant: participants with lower Borderline and Schizotypal scores were seen to be better at Stress management.

The relationship between emotional intelligence and the dark triad personality traits: A meta-analytic review

“…Although these studies are clear with regards to the many positive sides of EI, there has been a surge in research exploring the dark sides of EI (e.g., Austin, Farrelly, Black, & Moore, 2007;Furnham & Rosen, 2016;Petrides, Vernon, Schermer, & Veselka, 2011). For example, emotionally intelligent individuals can use their EI to fabricate favorable impressions of themselves and to advance their self-interest and welfare at the expense of others (Kilduff, Chiaburu, & Menges, 2010).…”

Building collaboration in teams through emotional intelligence: Mediation by SOAR (strengths, opportunities, aspirations, and results)

“…Regarding emotional intelligence, future research should explore whether some team members use emotional intelligence to manipulate others. For example, the emotional intelligence ability to manage the emotions of others may be used ineffectively or inappropriately for extending one’s agenda over others (Furnham & Rosen, 2016). Inappropriate use and application of emotional intelligence abilities would likely come at the expense of the team, potentially failing the keys to positive collaboration (i.e., integration, compromise, and communication).…”

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“…Although there are many positive sides of EI, there are also studies exploing the dark sides of the EI (Furnham and Rosen 2016). For example: Individuals can use their EI to fabricate favorable impressions of themselves, to advance their selfinterest and welfare at the expense of others (Kilduff et al 2010).…”

“…Studies demonstrate that EI leaders use effective leadership behavior to influence followers in positive ways (Walter et al 2011) and studies are clear with regards to many positive sides of EI. However, there are also dark sides of the EI (Furnham and Rosen 2016). For example: Individuals can use their EI to fabricate favorable impressions of themselves, to advance their self-interest and welfare at the expense of others (Kilduff et al 2010).…”