Multidimensional Emotional Intelligence Assessment (MEIA) - Sigma ...

MEIA
Multidimensional Emotional Intelligence Assessment
Robert P. Tett, Ph.D., Alvin Wang, Ph.D., & Kevin E. Fox, Ph.D. © 2006
Next-generation Assessment of Trait-based Emotional Intelligence

Overview
• About SIGMA Assessment Systems, Inc.
• About the Authors
• Defining Emotional Intelligence
• Quick Facts
• Applications
• Distinguishing Features
• MEIA Dimensions
• Sample Report
• Norms
• Reliability
• Validity
2

About SIGMA Assessment Systems, Inc.
• Established in 1967
– Founded by Douglas N. Jackson, Ph.D.
– Founding member of the Association of Test Publishers.
• International reputation for excellence
– SIGMA’s cognitive ability measure, the MAB-II, was used in the selection of
NASA astronauts, and US Air Force Pilots.
– SIGMA's assessments have been translated into over a dozen languages, and
SIGMA licenses its Intellectual Property to test publishers throughout the
world.
– The Career Direction Inventory, an assessment developed by SIGMA, is one of
the most widely used career assessments on the Internet.
– SIGMA successfully implemented a large-scale global rollout of 360 Degree
Feedback to over 35,000 employees of DaimlerChrysler.
• Satisfied clients include: Golf Town, Chapters Indigo Canada, Spinx,
Kellogg’s, Krispy Kreme Doughnuts, Great Clips, IKEA, EZCorp, Best Buy,
Safeway, Sunswept Resorts, Giant Tiger, Schreiber, Wyndham Hotels and Resorts,
American Airlines, Shred-It, PriceWaterhouseCoopers, US Army, British Airways,
and many more.
3

About the MEIA Authors
Dr. Robert P.Tett:
• Associate Professor in the Department of Psychology at the University of Tulsa.
• Published extensively in peer-reviewed academic journals.
• Research interests include Emotional Intelligence, managerial performance, and
how personality traits interact with the work environment to predict job
performance.
Dr. Alvin Wang:
• Professor in the Department of Psychology at the University of Central Florida
(UCF) and Dean of UCF’s Burnett Honors College.
• Vice President for Psi Chi, the National Honor Society in Psychology.
• Research interests include Emotional Intelligence, sources of individual differences
in learning and retention, and characteristics of successful web-based students.
Dr. Kevin E. Fox:
• Assistant Professor and chair of the Human and Organizational Development
degree program at Loyola University New Orleans’ City College
• Research interests include the areas of Emotional Intelligence, job attitudes, and
emotions in the workplace.
4

What is Emotional Intelligence (EI)?
• We define EI as:
• A trait-like quality that describes the capacity and
willingness to perceive, understand, regulate and
express emotions in the self and others.
• EI is a natural combination of ability (capacity)
and personality (willingness).
5

EI as a Combination of Ability &
Personality Domains
Ability/Skill Personality
Right/wrong answers
More is always better
Capacity
“Can do”
Non-motivational
Cognitive
Trainable
Emotional
Intelligence
Outcomes
Academic Achievement
Marital Success
Life Satisfaction
Self Esteem
Self-report descriptions
Value depends on context
Willingness
“Will do”
Motivational
Non-cognitive
Stable
Job performance
Parental Success
Job satisfaction
6

MEIA Quick Facts
• Only trait-based, self-report measure of EI with distinct
coverage of all 10 dispositional facets in Salovey and
Mayer’s (1990) influential EI model.
• 150 Items
• Administration time: 20 minutes
• Age: 16 and over
• Reading level: Grade 6
• Qualifications: Level B
• Scoring: Administered and scored online via
SigmaTesting.com available 24/7
7

MEIA Applications
• Any application where a
comprehensive, trait-based
measure of EI is needed,
including
– Research on EI
– Guidance and career
counseling
8

Distinguishing Features of the MEIA
• Constructed to address important shortcomings of
other EI measures:
– Distinct coverage of all 10 facets of Salovey & Mayer’s (1990)
influential EI model.
– Minimized susceptibility to socially desirable responding and
acquiescence response bias.
– Infrequency scale to detect non-purposeful (invalid)
responding.
– Documented content, structural, and incremental validity.
– Workplace version available – MEIA-Workplace with norms
based on over 600 working adults.
9

MEIA Dimensions
Core EI Facets
• Recognition of Emotion
in the Self
• Regulation of Emotion in
the Self
• Recognition of Emotion
in Others
• Regulation of Emotion in
Others
• Nonverbal Emotional
Expression
• Empathy
Proximal EI
Outcomes
• Intuition vs. Reason
• Creative Thinking
• Mood Redirected
Attention
• Motivating Emotions
10

MEIA Sample Report
• Report includes:
– Scores on the 10
primary scales grouped
into core EI facets and
proximal EI outcomes.
– Descriptions of high
and low scores for each
scale.
– Administrative Indices.
• Missing responses
• Infrequency score
11

Norms of the MEIA
• Norms:
– Sample of 332 American College students,
representing a wide range of academic and career
interests.
– Additional normative data is being added monthly.
12

Reliability of the MEIA
• Reliability:
– Internal consistency reliabilities (alpha) for the 10
MEIA scales range from .75 to .85.
– Test-retest coefficients, based on a 4 to 6 week
interval ranged from .67 to .88, indicating stability in
test scores over time.
– Intercorrelations among the scales of the MEIA are
generally weak to moderate in strength suggesting
that each scale captures a relatively unique aspect of
EI.
13

Validity of the MEIA
• Content Validity
– Each item was judged by independent experts to be
representative of its targeted scale.
– Items on each scale correlate more strongly with all
other items on the targeted scale than the total scores
on any other scale, including Social Desirability.
• Convergent Validity
– EI scale scores correlated meaningfully with relevant
personality scale scores.
• Discriminant Validity
– EI scale scores are uncorrelated with theoretically
unrelated personality scale scores.
14

‘The MEIA is a next-generation
assessment of Emotional Intelligence
(EI) with several valuable and unique
qualities that distinguish it from more
traditional trait-based EI measures’
15