|Uses:||business, training, industrial, executive, research|
|Test User Qualifications:|
The Multidimensional Emotional Intelligence Assessment - Workplace (MEIA-W) is a next-generation assessment of Emotional Intelligence (EI) with several valuable and unique qualities that distinguish it from more traditional measures. The MEIA-W is the only trait-based, self-report measure of EI with distinct coverage of all 10 components of Salovey and Mayer's (1990) influential EI model.
Research has demonstrated that the MEIA-W predicts job performance over and above cognitive ability and personality - two top predictors of job performance. This makes the MEIA-W a powerful addition to selection and development toolkits. In addition, the methods of test construction used in the development of the MEIA-W address important shortcomings found in many popular EI assessments. The availability of an "at work" version of the MEIA provides improved validity over other context-neutral EI measures, when used in work settings. Furthermore, the items comprising the MEIA-W were carefully developed, selected, and refined to minimize the influence of social desirability response bias (tendency to present the self in a favorable light) and acquiescence response bias (tendency to endorse personality statements as true of the self), both of which can seriously undermine the validity of test results.
The test construction method used to develop the MEIA-W sets it apart from other EI measures currently available on the market. Some of these unique features include:
MEIA-W norms are based on the responses of 653 working adults from a variety of job categories.
Internal consistency reliabilities (alpha) ranged from .60 - .89 for the ten scales (median = 78.5), indicating good internal consistency.
A series of steps was taken to evaluate the validity of the MEIA-W scales. First, each item of the MEIA was judged by independent experts to be representative of its targeted EI scale, which supports the scales' content validity. As well, every item on each scale correlated stronger with all other items on the targeted scale than with total scores on any other scale, including Social Desirability. Additionally, EI scale scores correlated meaningfully with relevant personality scale scores, which supports convergent validity. As well, EI scale scores were uncorrelated with theoretically unrelated personality scale scores, in support of discriminant validity. Finally, EI scale scores showed low to moderate correlations with Social Desirability.
A sample of employees from different organizations and various positions were rated on performance by their immediate supervisors. All 10 MEIA-W scales were significantly correlated with at least one rated performance dimension.
The MEIA-W contributes uniquely to predicting job performance beyond personality and intelligence.
The Multidimensional Emotional Intelligence Assessment - Workplace can be completed at SigmaTesting.Com, our exciting online testing platform that allows you instant local and remote testing and administrative access to a full range of tests and test results.
The MEIA-W is available on SigmaTesting.Com, our comprehensive online testing platform.
The MEIA-W Manual is divided into five chapters. Chapter 1 defines Emotional Intelligence (EI), provides a description of scales, as well as administration information and norms. Chapter 2 contains information about the construction of the MEIA, including the details of two studies. Chapter 3 includes information on the validation of the MEIA. Chapter 4 contains information on the MEIA-W, including norms, reliability, and validity. Chapter 5 lists the references for both the MEIA and MEIA-W.
Research articles about the MEIA.
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Enhance your understanding of the MEIA-W.
The MEIA is a 20-minute measure of EI that captures each of the 10 facets of Salovey and Mayer's (1990) influential EI model.
This dependability/integrity measure identifies job candidates most likely to be productive, accurate, provide excellent customer service, and stay with your organization for the "long haul". In addition, it identifies applicants who are most likely to engage in counterproductive work behavior such as theft, sabotage, absenteeism, and safety violations.
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