Emotional intelligence and career-related outcomes: A meta-analysis

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-09-01 DOI:10.1016/j.hrmr.2023.100967

Thomas Pirsoul , Michaël Parmentier , Laurent Sovet , Frédéric Nils

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引用次数: 2

Abstract

The concept of emotional intelligence has spanned researchers' interest to a considerable extent over the last decades and is now considered as a critical resource that helps individuals to deal with career challenges. However, no empirical effort to integrate these studies has been carried out yet. The current research addresses this gap by proposing an integrated theoretical model and conducting a systematic review and meta-analysis of emotional intelligence and its associations with career-related outcomes. Out of a total of 150 independent samples from published and unpublished studies representing N = 50,894 participants, our random-effects meta-analysis showed that emotional intelligence was significantly related to career adaptability, career decision-making self-efficacy, entrepreneurial self-efficacy, salary, career commitment, career decision-making difficulties, career satisfaction, entrepreneurial intentions, and turnover intentions. However, no significant correlations were found with job search self-efficacy and self-perceived employability. Overall, our work conveys important theoretical contributions but also provides recommendations and an agenda for future research.

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情商与职业相关结果:一项荟萃分析

在过去的几十年里，情商的概念在很大程度上跨越了研究人员的兴趣，现在被认为是帮助个人应对职业挑战的关键资源。然而，目前还没有实证的努力来整合这些研究。目前的研究通过提出一个综合理论模型，并对情商及其与职业相关成果的关系进行系统回顾和元分析，解决了这一差距。在150个已发表和未发表研究的独立样本中，随机效应荟萃分析显示，情绪智力与职业适应性、职业决策自我效能、创业自我效能、薪酬、职业承诺、职业决策困难、职业满意度、创业意向和离职意向显著相关。而求职自我效能感与自我知觉就业能力之间无显著相关。总的来说，我们的工作传达了重要的理论贡献，但也为未来的研究提供了建议和议程。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.