The Mobile Emotional Intelligence Test (MEIT): An Ability Test to Assess Emotional Intelligence at Work

Abstract

The present study analyzes the Mobile Emotional Intelligence Test (MEIT), a new ability-test to assess emotional intelligence (EI) in a digital way. Taking into account the importance of emotional competencies in the study of employees’ wellbeing and performance, the instrument tested is based on the most supported ability model (Four-branch Mayer and Salovey Model), and it evaluates emotional capacity through nine different emotional tasks. A total of 1549 participants (841 women and 708 men) with an average age of 27.77 (SD = 8.75) fulfilled the MEIT, consisting of 42 items. The score on the test is based on expert judgments: professional psychologists and emotional intelligence specialists. In addition to the MEIT test, a series of questionnaires was used to assess relevant constructs which research has shown to be related to EI (general intelligence, personality traits, and life satisfaction); besides, another measure of emotional intelligence trait (TMMS-24) was included. The results showed that the MEIT is a reliable and valid test that is useful for both scientific research and individual assessment. Statistical analysis provides evidence of the reliability and validity of the three-factor structure of the questionnaire. Moreover, internal consistency measures were high. In line with previous studies, MEIT maintains the expected relationships with the rest of the constructs studied. Finally, the limitations of the present study and the need for future research on emotional intelligence assessment are discussed.

Leaving the Teaching Profession: Examining the Role of Social Support, Engagement and Emotional Intelligence in Teachers’ Intentions to Quit

“…Previous research has confirmed that self-reported and EI ability tests may differ in their predictive validity with respect to work outcomes (Miao et al, 2017). Future studies should therefore combine selfreporting measures with EI performance tests (Mayer et al, 2016), or even consider new proposals adapted to the organizational context, such as the Mobile Emotional Intelligence Test (Sanchez-Gomez & Breso, 2019).…”

In Pursuit of Work Performance: Testing the Contribution of Emotional Intelligence and Burnout

“…Therefore, in line with prior research examining predictive and incremental validity [ 63 ], an ability EI test such as MSCEIT [ 64 ] or MEIT [ 16 ] should be used. Yet, WLEIS is still one of the most used instruments to measure EI [ 65 ], and it has been designed specifically to assess the branches proposed by Mayer and Salovey’s model [ 16 ]. Furthermore, self-report questionnaires have some advantages, for instance, they can be administered and completed in less time [ 66 ].…”

“…In addition, it is recommended to use both self-reports and performance tests to measure EI [12]. Therefore, in line with prior research examining predictive and incremental validity [63], an ability EI test such as MSCEIT [64] or MEIT [16] should be used. Yet, WLEIS is still one of the most used instruments to measure EI [65], and it has been designed specifically to assess the branches proposed by Mayer and Salovey's model [16].…”

“…Among all these variables, emotional intelligence (EI) is becoming increasingly important to understand the individual outcomes [ 12 , 13 , 14 ]. EI emerged 30 years ago [ 15 ], and since then, it has gained relevance among researchers and professionals alike [ 16 ]. According to the main model of EI proposed by Mayer and Salovey, EI is a kind of social intelligence comprising four branches, each related to a specific ability: (1) Perceiving one’s own as well as others’ feelings and emotions, (2) using emotions to facilitate thought, (3) understanding and discriminating among emotions, and (4) managing them [ 17 ].…”

Economic Stress at Work: Its Impact over Absenteeism and Innovation

“…The International Labor Office (ILO) has recommended that factors such as fear of job loss, pay cuts, layoffs and reduced benefits shall be properly assessed [ 20 ]. Despite these recommendations, the assessment of economic-related factors in the workplace lacks reliable methods and has often been performed by outdated tools [ 21 ]. In this regard, Giorgi and colleagues [ 22 ] proposed an innovative tool aimed at measuring fear of economic crisis defined as “the individual’s perception of the crisis’ potential negative effect on his or her job, as well as on his or her organization” (p. 139).…”