Emotional Intelligence Assessment
Wong and Law Emotional Intelligence Scale (Wong & Law, 2002)のNOESIS適応版
~5 min · 16 問 · 無料の簡易レポート
Sixteen statements about four skills that decide what emotion does in your life: noticing what you feel, reading what other people feel, putting feeling to work when something needs doing, and steadying yourself when it runs high. Emotional intelligence is measured here as a self-assessment of four abilities, following the model described by Mayer and Salovey (1997) and turned into a short workplace measure by Wong and Law (2002). The items are a NOESIS adaptation: independently written and not independently validated. One honest limit up front: a self-report reads how you see your own emotional skills, not how you would perform on an ability test such as the MSCEIT. Treat the results as structured self-reflection rather than a validated diagnosis.
Not an emotional quotient: four self-rated skills, read separately, on a published four-dimension model.
- Separate the four skills that 'emotional intelligence' usually lumps together: noticing your own emotions, reading other people's, using feeling as fuel for action, and recovering when emotion runs high. See which of the four carries you and which one quietly costs you.
登録不要で開始できます。簡易レポートは最後に無料で提供されます。 完全レポートは$9.90です。必要なときにお支払いください。
このテストで測定されるもの
S
Self-Emotion Appraisal
How clearly you read your own emotions: noticing what you feel while you feel it, telling close states apart, and knowing what set them off.
O
Others' Emotion Appraisal
How well you read emotion in other people: picking up tone, face and small shifts in behaviour, and working out what someone feels before they say it.
U
Use of Emotion
How far you put emotion to work: using mood and motivation to get started, keep going, and push effort toward a goal instead of waiting for conditions to be right.
R
Regulation of Emotion
How well you steady yourself once emotion is running: calming after anger or upset, keeping control when provoked, and returning to a workable state without a long detour.
クリックからレポートまで。
手順はシンプルです：回答し、システムが計算し、結果が表示されます。事前登録不要、フォーム不要、待ち時間なし。
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「無料で始める」をクリック
開始時に登録は不要です。結果を保存したいときに、最後に本人確認を行います。テストはすぐに始まります。
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質問に答える
Likert 7-point scale (Strongly disagree to Strongly agree)。進捗バーが表示されます。本人確認後は、どのデバイスからでも中断・再開可能です。
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簡易レポートを受け取る
即座に無料で提供。各次元のテキスト要約と、高・中・低の指標が含まれます。
- 4
完全レポートが必要か決める
簡易レポートだけでも十分な価値があります。完全レポートには、パーセンタイル、基準比較、チャート、応用的推奨、検証可能な修了証が追加されます。
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統合チャットで探求する
AIとあなたの結果について対話できます。プロフィールがキャリアにどう活かせるか、高いスコアの意味、他のテストとの比較などを尋ねられます。
簡易レポートはすぐにあなたのものに。完全レポートは必要に応じて。
| 無料版と有料版の比較 | 簡易レポート (常に無料) | 完全レポート ($9.90) |
|---|---|---|
| 回答に基づいて生成された各次元の解釈テキスト | ✓ | ✓ |
| 各次元の素点スコア | ✓ | ✓ |
| 1段落の概要 | ✓ | ✓ |
| 簡易レポートの全内容を、各次元3〜5段落に拡張 | — | ✓ |
| 各次元のパーセンタイル（基準群との比較） | — | ✓ |
| アクセシブルなデータテーブル付きの次元間チャート | — | ✓ |
| キャリア、人間関係、セルフケアへの応用的推奨 | — | ✓ |
| 公開検証とPDFダウンロード付き修了証 | — | ✓ |
- ✓簡易レポートの全内容を、各次元3〜5段落に拡張
- ✓各次元のパーセンタイル（基準群との比較）
- ✓キャリア、人間関係、セルフケアへの応用的推奨
- ✓公開検証とPDFダウンロード付き修了証
テスト完了後、簡易レポートの先に進みたい場合のみお支払いいただきます。
PIX（即時）またはクレジットカードでお支払い。レポートへのアクセスは1年間。その後、レポートは読み取り専用モードで閲覧可能です。
受け取れるもの。
パーセンタイル付きレーダーチャート。説明のための例示。
エグゼクティブサマリー
「あなたは高い知的好奇心と平均以上の誠実性を特徴とするプロフィールを示しており、中程度の外向性とバランスの取れた情緒反応性を持っています。この組み合わせは、規律を持って新しいことを求める人を示唆しています。」
説明のための例示。
尺度分析
完全レポートでは、各スコアの実際的な意味を3〜5段落で詳述し、あなたの総合的なプロフィールに基づいてパーソナライズされます。範囲ごとの一般的なテキストではなく、すべての次元を横断してあなたに特有の観察を生成する分析です。
応用的推奨
あなたの総合的なプロフィールに基づく分野別の実用的推奨（キャリア、人間関係、学業、セルフケア）。検証可能なQR付き修了証とPDFダウンロード。
このツールを信頼できる理由。
Based on the four-dimension emotional intelligence model of Mayer and Salovey (1997) as operationalized for self-report by Wong and Law (2002), this assessment uses 16 independently developed items — 4 for each dimension, none reverse-keyed, mirroring the reference instrument's all-positive design — on a 7-point agreement scale, scored as raw 1 to 7 means per dimension with NOESIS-labeled bands. There is no fifth total scale: the reading is the profile of four skills, and no overall emotional intelligence number is promised. The items were written by NOESIS to represent the published construct and have not been independently validated; the original scale's psychometrics do not apply to them. It is a self-report of how you see your own emotional skills, which is a different measurement from an ability test such as the MSCEIT.
- 著者:
- Wong & Law
- 年:
- 2002
- デジタルオブジェクト識別子 — ジャーナル記事への直接リンク。:
- 10.1016/S1048-9843(02)00099-1
表示されている信頼性、基準、カットオフは、元のツール（Wong and Law Emotional Intelligence Scale (Wong & Law, 2002)）のものです。
このNOESIS適応版はまだ独立した検証を受けていません。
- Wong, C.-S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13(3), 243-274.
このテストの背景にある理論。
Four-Dimension Emotional Intelligence
Model of emotional intelligence as a set of related emotional abilities (Salovey & Mayer, 1990; Mayer & Salovey, 1997), operationalised for self-report by Wong and Law (2002) in four dimensions: appraisal and expression of one's own emotions, appraisal and recognition of emotions in others, use of emotion to facilitate performance, and regulation of emotion in oneself. The four dimensions are distinct but related, load on a second-order factor, and are measured here as self-reported skill rather than as performance: a self-report reads how a person sees their own emotional functioning, which is a different question from what an ability test such as the MSCEIT scores against criteria.
この理論について詳しく見る →ターゲット
Anyone who wants an honest read on their emotional skills: because feedback keeps pointing at them, because a new role suddenly demands them, or simply because self-knowledge is the point.
推奨年齢: 18+
レポートが答える質問。
Do you know what you are feeling while you are feeling it?
Read this as the resolution of your inner picture. High means feelings arrive labeled: you can tell anxiety from irritation from plain tiredness, and you catch the shift early enough to choose a response. Low means emotions tend to show up as behavior first, a slammed door or a flat week, and only get named in hindsight. The other three skills build on this one, because a feeling has to be noticed before it can be used or steadied.
How much of what people feel reaches you without words?
High means you catch tone shifts, silences, and the gap between what someone says and what their face is doing; rooms are legible to you. Low does not mean you do not care: it means the signal has to be louder before it lands, so you learn about a colleague's frustration in the exit interview instead of in the hallway. If this score towers over your self-appraisal score, ask whose emotions your attention actually lives with.
Does feeling become fuel, or does it just burn?
This skill turns emotional states into motion: enthusiasm into a started task, frustration into another attempt, deadline pressure into focus. High means you can raise your own temperature on demand and point it somewhere useful. Low often looks like knowing exactly what to do and waiting for a mood that never comes. It is the least discussed of the four and the most visible in what actually gets done.
When emotion spikes, who is driving?
Read this as recovery time. High means anger, worry, and bad news pass through without commandeering your decisions, and a stressful morning stays a morning. Low means feelings have long half-lives: one sharp email colors the whole day. Regulation is not suppression; steady people still feel the spike, they just get their hands back on the wheel sooner. Of the four skills, this one responds most directly to practice.
最も効果的な方。
Someone whose review said 'work on your emotional intelligence'
The feedback stung and explained nothing. Four separate scores turn a vague verdict into a specific address: is it reading the room, naming your own state, staying steady under pressure, or getting yourself moving that actually needs the work?
A new manager promoted for technical skill
The spreadsheets obeyed; the humans do not. A first leadership role is usually the moment emotional skills stop being optional, and a four-skill profile shows which one the new job is leaning on hardest.
The friend everyone unloads on
They read other people effortlessly and are exhausted by it. A profile that separates reading emotions from regulating them can show whether the empathy is missing its counterweight: the ability to recover after absorbing everyone else's weather.
よくある質問
What exactly does this assessment measure?
Four self-rated skills: how well you notice and name your own emotions, how well you read other people's, how well you use emotion to get yourself moving, and how well you steady yourself when emotion runs high. The four-part structure follows the emotional intelligence model of Mayer and Salovey (1997), which Wong and Law (2002) turned into a short workplace measure. You get one score per skill on a 1 to 7 scale, and the report reads the four together as a profile.
Is this an emotional IQ score?
No. A 16-item self-report cannot produce anything like a validated 'emotional quotient', and we will not pretend it does. Ability tests of emotional intelligence, such as the MSCEIT, have you solve emotion problems and score the answers against criteria. This assessment asks how you see your own emotional skills. Both readings are informative, but they are different things, and people who rate themselves highly are not always the ones who perform highly.
Is this the WLEIS?
No, and we say so plainly. The construct and its four dimensions follow Wong and Law (2002); the sixteen items are NOESIS's own wording and have not been independently validated. The original scale's published statistics do not apply to these items. If you need a validated instrument for research, use the original under its own terms; if you want a structured, honest way to examine your own emotional skills, this is built for that.
How is this different from the emotional intelligence quiz on NOESIS?
The quiz is entertainment: quick, playful, built to be shared, and it makes no scientific claim. This assessment is the serious counterpart. It is built on a published model of the construct, measures four defined skills separately, and produces a profile you can retest after real practice. If the quiz made you curious, this is where the curiosity gets a real reading.
My four scores are very different from each other. Is something wrong?
No, an uneven profile is the most informative outcome. The four skills are related but distinct, and lopsided combinations are common: people who read everyone else's feelings while losing track of their own, or people who stay calm under pressure but cannot summon enthusiasm for anything. The profile tells you which skill to work on; a single averaged number would hide exactly that.
Can these skills be developed, or is my score fixed?
They respond to practice. Naming emotions improves with a richer emotional vocabulary and the habit of pausing to label what is happening; reading others improves when you check your guesses out loud; regulation improves by training the gap between feeling something and acting on it. Retake the assessment after a few months of deliberate practice and compare profiles: it measures a state you can move, not a verdict.
より充実したプロフィールのために、ツールを組み合わせましょう。
各テストは異なる次元を測定します。統合チャットは完了したすべてのテストの結果を横断し、単一のツールでは見えないつながりを明らかにします。
Multidimensional Empathy Assessment
約9分·28 問
Four readings instead of one score: taking another person's view, entering stories, caring about others, and what their pain does to you.
無料で始める →このテストは情報提供を目的とした自己理解のためのツールです。心理学的または臨床的な診断を構成するものではなく、資格を持つ専門家による評価に代わるものでもありません。レポートにはテキスト生成に使用されたAIモデルが示されます。
© 2026 NOESIS. All items independently developed. Construct based on Wong & Law (2002) and Mayer & Salovey (1997).