Emotional abilities and the quality of interpersonal interaction

Three studies explored the relationship between emotional intelligence, defined as a set of abilities involved in processing emotional information, and the quality of interpersonal interactions, assessed through multiple criteria. Emotional intelligence encompasses the abilities to perceive, use, understand, and manage emotions. The ability to manage emotions was consistently and positively related to the quality of interpersonal interactions. We examined everyday social interactions, interactions with peers in college, and interactions with both peers and supervisors in the workplace, drawing on multiple informants. Findings supported the criterion and incremental validity of an ability measure of emotional intelligence, the MSCEIT (Mayer-Salovey-Caruso Emotional Intelligence Test).; Study 1 was a diary study of social interaction involving 103 German college students. Individuals scoring high on the managing emotions subscale of the MSCEIT were more satisfied with their everyday interactions with opposite-sex individuals than their counterparts. They also perceived themselves to be more successful in impression management in social interactions with individuals of the opposite sex. These associations remained statistically significant after controlling for the Big Five personality traits.; Study 2 involved 76 students from a residential college. The ability to manage emotions, assessed by the MSCEIT, was related to self-reports and peer nominations of interpersonal sensitivity and prosocial tendencies, the proportion of positive versus negative peer nominations, and reciprocal nominations of friendship and liking. These associations remained significant after controlling for the Big Five and verbal and fluid intelligence.; Study 3 involved 44 analysts and clerical employees from the finance department of a Fortune 400 insurance company. Individuals scoring high on the MSCEIT received higher peer and/or supervisor ratings of interpersonal facilitation (interpersonal sensitivity, sociability, quality of interaction, and contribution to a positive work environment) than their counterparts. They received higher peer and/or supervisor ratings of stress tolerance and leadership potential. Additionally, they received greater merit increases and held higher company rank. With few exceptions, these associations remained significant controlling for other predictors, one at a time, including age, gender, education, verbal ability, the Big Five, trait affect, and emotional approach coping.