Divergent/Discriminant
Non-significant correlations with a transactional leadership style ( r52.01 to2.11) and modest correlations
with socially desirable responding ( r52.03 to .29) were reported ( Gignac, 2010 ). Of the Big Five personality
traits, only agreeableness correlated weakly with the Genos EI scores, showing average correlations of .10 and .17
across two samples (the other four factors reached moderate average correlations in at least one of the two sam-
ples; Gignac, 2010 ).
Construct/Factor Analytic
Confirmatory factor analyses showed that the Genos EI 7-factor model fit the normative sample ( N54775)
data significantly better than a range of competing models, CFI 5.95, RMSEA 5.07, SRMR 5.04 and TLI 5.93,
including the one underlying its predecessor, the SUEIT ( Gignac, 2010 ).
Criterion/Predictive
Job performance has been used as a general criterion for the predictive validity of the Genos EI ( Gignac, 2010 ).
Genos scores demonstrated considerable predictive and incremental validity, as evidenced through correlations
with sales performance when controlling for specific work-related behaviors (e.g., days on territory, length of
calls) and with annual revenue generation among recruitment consultants over and above the Big Five, intelli-
gence, and socially desirable responding.
Location
Gignac, G.E. (2010). Genos Emotional Intelligence Technical Manual (2nd edition). Sydney, NSW: Genos.
Results and Comments
The Genos EI is one of the most comprehensive workplace related measures of EI. As noted by the devel-
opers, further evidence of the inventory’s predictive v alidity is needed, taking a pr ocess-oriented approach
(e.g., using criteria such as dealing with unpredictab le situations, demonstrating cultural adaptability,
and learning new tasks and procedures successf ully) and not only an outcome-oriented approach ( Palmer
et al., 2009 ).
GENOS EI SAMPLE ITEMS
You are required to indica te on the response scale
how often you believe you demonstrate the behavior
i nq u e s t i o n .T h e r ea r ef i v ep o s s i b l er e s p o n s e st o
each statement (shown below). You are required to
circle the number that corresponds to your answer
where...
15Almost Never
25Seldom
35Sometimes
45Usually
55Almost Always
Emotional Self-Awareness: I fail to recognize how my
feelings drive my behavior at work.’*
Emotional Expression: ‘When I get frustrated with
something at work, I discuss my frustration
appropriately.’Emotional Awareness of Others: ‘I find it difficult to
identify the things that motivate people at work.’*
Emotional Reasoning: ‘I consider the way others may
react to decisions when communicating.’
Emotional Self-Management: ‘I engage in activities
that make me feel positive at work.’
Emotional Management of Others: ‘I am effective in
helping others feel positive at work.’
Emotional Self-Control: ‘I fail to control my temper
at work.’*
Notes :
*Reverse worded item.
The different Genos EI versions and the technical
manual (2nd edition; Gignac, 2010 ) are available from
Genos International at: www.genosinternational.com/
emotional-intelligence (Reproduced with permission).410 14. MEASURES OF ABILITY AND TRAIT EMOTIONAL INTELLIGENCE
III. EMOTION REGULATION