CoChat
Sign Up
Cited by 100Emotional Intelligence and PerformanceEgo Development and Educational PracticesJob Satisfaction and Organizational Behavior

WHY “EMOTIONAL INTELLIGENCE” DOES NOT PREDICT LEADERSHIP EFFECTIVENESS: A COMMENT ON PRATI, DOUGLAS, FERRIS, AMMETER, AND BUCKLEY (2003)

Open access
Antonakis, John·2003·The International Journal of Organizational Analysis
DOI 10.1108/eb028980
Open this paper in CoChat — free account

Abstract

This article provides a commentary on the article “Emotional intelligence, leadership effectiveness, and team outcomes” by Prati, Douglas, Ferris, Ammeter, and Buckley (2003). The role of emotional intelligence (EI) as a construct in organizational behavior is addressed by discussing (a) the boundary conditions of theories in organizational behavior; (b) the relative importance of EI, g and personality in leadership effectiveness; (c) whether EI is needed for leadership effectiveness; (d) the degree EI is a unique construct versus a part of normal psychological functioning; (e) the relationship between EI and levels of analyses in organizations; and (f) whether EI is important for charismatic leadership. This discussion concludes with a cautionary note about premature excitement over the use of EI in the workplace.

Integrity signals

Registry

Crossref · 10.1108/eb028980

Cites

3 of 3 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Claims the paper makes

We couldn’t retrieve this paper’s full text, so its claims and self-check weren’t run. The registry and citation checks still apply.

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • General mental ability (IQ) is the single best predictor of work success, with meta-analytic correlations of .51-.62 that increase with job complexity.

    “General mental ability (or IQ) is the single best predictor of work success, with metaanalytic correlations that are high (.51 -.62) that increase with job complexity”

    From Does leadership need emotional intelligence? (2009) · cites this paper as Antonakis, 2003

  • Condition-action scripts are schemata reflecting procedural knowledge and are learned from repeated exposure to events.

    “These scripts are schemata (cognitive knowledge structures) reflecting procedural knowledge about events or situations, including social interactions, and they are learned from repeated exposition to events (Antonakis, 2003, 2004).”

    From Does leadership need emotional intelligence? (2009) · cites this paper as Antonakis, 2003

  • Self-reported trait EI will not predict outcomes when researchers control for IQ and personality.

    “Selfreported trait EI will not do the trick, particularly if researchers control for IQ and personality (see Antonakis 2003; 2004).”

    From Does leadership need emotional intelligence? (2009) · cites this paper as Antonakis 2003

  • IQ is a very good predictor of work success, management performance, training success, and leadership, but it is not a perfect predictor.

    “IQ is a very good predictor of work success, management performance, training success, and leadership; however, it is not a perfect predictor.”

    From Does leadership need emotional intelligence? (2009) · cites this paper as Antonakis, 2003

Cites

Flagged first, then by citations

Cited by

Sorted by citations

Authors
Antonakis, J.
Affiliations
University of Lausanne (CH)
Corresponding author
Antonakis, John
ORCID
Antonakis, John
Venue
The International Journal of Organizational Analysis
Publisher
Emerald
Published
2003-04-01
Volume
11
Issue
4
Pages
355-361
ISSN
1055-3185 (ISSN-L)
DOI
10.1108/eb028980
OpenAlex
W2088677132
Cited by
100
References
3
Citations by year
2025: 2 · 2024: 1 · 2022: 5 · 2021: 4 · 2020: 6 · 2019: 1 · 2018: 5 · 2017: 8 · 2016: 8 · 2015: 12 · 2014: 5 · 2013: 6 · 2012: 8
FWCI
3.71
Type
journal article
Language
en
Open access
Licence
Locations
  • The International Journal of Organizational Analysis (publishedVersion)
  • IRIS (submittedVersion)
  • SERVAL (Université de Lausanne) (submittedVersion, other-oa)
Topics
  • Social Sciences › Psychology › Social Psychology › Emotional Intelligence and Performance
  • Social Sciences › Psychology › Clinical Psychology › Ego Development and Educational Practices
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
Keywords
emotional intelligence, leadership effectiveness, boundary conditions, general intelligence, personality, charisma, team outcomes, levels of analysis, construct validity

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review