Four-Dimension Emotional Intelligence
Wong, C. S. & Law, K. S. · 2002
別名: Wong and Law EI model · Mayer and Salovey four-branch model
This model treats emotional intelligence as four related emotional competencies drawn from Salovey and Mayer's original ability framework but measured as self-perceptions: appraisal of one's own emotions, appraisal of others' emotions, use of emotion to facilitate performance, and regulation of emotion. Because the assessment format is self-report rather than performance, what is measured is trait emotional self-efficacy — how emotionally capable a person believes themselves to be — which is a legitimate construct but not the same thing as demonstrated emotional ability.
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.
- 出典:
- 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. Mayer, J. D., & Salovey, P. (1997). What is emotional intelligence? Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition and Personality, 9(3), 185-211.
- 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
この理論に基づいて構築された検証済みテストを受ける
構成概念について読むことは何であるかを教えてくれます。検証済み測定具はそこでの自分の位置を教えてくれます。無料で受けられ、数分で結果が出ます。
エビデンス概要
- 実証的サポート
- 中程度のエビデンス
- 再現性
- 十分に再現
- 異文化
- ほぼ普遍的
- メタ分析
- 16件索引済み
これらの評価は、理論に関する公開文献を要約したもので、それに基づいて構築された個々のテストの品質ではありません。以下に記載された出典に基づく編集判断であり、エビデンスが蓄積されるにつれて変化します。
歴史的背景
Salovey and Mayer defined emotional intelligence as an ability in 1990, intending it to be measured with correct-answer performance tests, and Goleman's 1995 popular book then detached the term from that definition and attached it to a broad mix of traits and competencies. Two measurement traditions hardened: ability testing, exemplified by the MSCEIT, and self-report trait measurement. Wong and Law's 2002 scale, developed for leadership and organizational research, became the most-used short self-report instrument in the field, and Petrides and Furnham's parallel work established trait emotional intelligence as a formally distinct construct located in personality space rather than in cognitive ability space.
構成概念
自己感情評価
The ability to perceive, understand and express one's own emotions (Mayer & Salovey, 1997; Wong & Law, 2002): noticing a feeling while it is happening and being able to tell one state from another. The other three dimensions build on it, because a feeling has to be noticed before it can be used or steadied.
他者の感情評価
The ability to perceive and understand the emotions of the people around you (Mayer & Salovey, 1997; Wong & Law, 2002): catching tone shifts, silences, and the gap between what someone says and what their face is doing. Distinct from caring about those emotions, which is what an empathy measure reads.
感情の活用
The ability to direct emotion toward constructive activity and personal performance (Mayer & Salovey, 1997; Wong & Law, 2002): turning enthusiasm into a started task, frustration into another attempt, pressure into focus. The least discussed of the four dimensions and the most visible in what actually gets done.
感情の調整
The ability to regulate one's own emotions, recovering quickly from psychological distress (Mayer & Salovey, 1997; Wong & Law, 2002). Not suppression: steady people still feel the spike, they get their hands back on the wheel sooner. Of the four dimensions, the one that responds most directly to practice.
機器
- NOESIS Emotional Intelligence ScaleNOESIS2026
この理論に基づくテスト
実践的応用
Self-report emotional intelligence predicts job satisfaction, organizational citizenship behaviour, leadership emergence and team performance in organizational research, with meta-analytic effects that are modest but consistent. It is used in leadership development and coaching, where self-perception is itself the useful target because it is what people act on. For self-knowledge the four-facet split is informative: reading one's own emotions, reading other people's, using emotion and regulating it are separable skills that rarely develop evenly.
測定方法
Measured with a short self-report Likert scale (WLEIS: 16 items) yielding four facet scores and a total; scores describe emotional self-perception, not tested emotional ability.
批評と制限事項
The dominant criticism is construct redundancy. Joseph and Newman's meta-analysis and Van Rooy and Viswesvaran's earlier work show that self-report emotional intelligence overlaps heavily with the Five-Factor Model — particularly emotional stability, extraversion and conscientiousness — and adds limited incremental validity once those and cognitive ability are controlled. Self-report also cannot detect the person whose emotional self-perception is inaccurate, which is arguably the group of greatest practical interest. The commercial market around emotional intelligence has further encouraged inflated claims that the peer-reviewed evidence does not support.
主要文献
- Wong, C. S. & Law, K. S.. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. 10.1016/S1048-9843(02)00099-1
- Salovey, P. & Mayer, J. D.. (1990). Emotional intelligence. 10.2190/DUGG-P24E-52WK-6CDG
- Joseph, D. L. & Newman, D. A.. (2010). Emotional intelligence: An integrative meta-analysis and cascading model. 10.1037/a0017286