20.When I am in a positive mood, I am able to come
up with new ideas.
21.I have control over my emotions.
22.I easily recognize my emotions as I experience
them.
23.I motivate myself by imagining a good outcome
to tasks I take on.
24.I compliment others when they have done
something well.
25.I am aware of the non-verbal messages other
people send.
26.When another person tells me about an
important event in his or her life, I almost feel as
though I have experienced this event myself.
27.When I feel a change in emotions, I tend to come
up with new ideas.28.When I am faced with a challenge, I give up
because I believe I will fail.*
29.I know what other people are feeling just by
looking at them.
30.I help other people feel better when they are down.
31.I use good moods to help myself keep trying in
the face of obstacles.
32.I can tell how people are feeling by listening to
the tone of their voice.
33.It is difficult for me to understand why people
feel the way they do.*
Notes :
*Reverse worded item.
Reproduced with permission.
The authors permit use of the scale for research and/
or clinical purposes (see Schutte et al., 1998 ).
WORKPLACE-ORIENTED MEASURES
Wong & Law Emotional Intelligence Scale (WLEIS)
(Wong & Law, 2002 ).
Variable
Wong and Law (2002) defined EI as a four-dimensional construct, including Self Emotional Appraisal (SEA),
Others’ Emotional Appraisal (OEA), Regulation of Emotion (ROE), and Use of Emotion (UOE) following from
the conceptual framework of Salovey and Mayer (1990) .
Description
The Wong and Law Emotional Intelligence Scale ( Wong & Law, 2002 ) is a self-report measure comprised of 16
items and answered on a 7-point Likert-type response scale. Four items are used to assess each of the four dimen-
sions: SEA, OEA, ROE and UOE .A general EI score can be obtained by summing up the responses to all 16
items.
Sample
Several samples were used in the creation of the WLEIS reported in Wong and Law (2002) . Thirty-six items
were administered to 189 undergraduate Hong Kong business students and 16 retained items were then com-
pleted by two groups of 72 and 146 undergraduate students. This was followed by another administration of the
WLEIS to 110 undergraduate and 116 Hong Kong university employees (mean total EI score 54.95, SD5.79,
n5116) and then to 149 supervisor-subordinate dyads (60 supervisors rating up to 4 subordinates).
Subordinates’ supervisor-rated total EI was 4.63 ( SD5.83). Data are not provided on age and gender for the
various samples except for the subordinates in the last sample (mean age 529.02 years, SD56.97, 52.8% female).
Reliability
Internal Consistency
Cronbach alpha coefficients reported in various studies in Wong and Law’s (2002) article were: 0.86 /C00.92 for
SEA; 0.82 /C00.93 for OEA; 0.85 /C00.91 for UOE; and 0.71 /C00.84 for ROE. The alpha coefficient for the total 16-item
scale in the supervisor-subordinate study was .94.
Test/C0Retest
No test /C0retest reliability coefficients are currently available.403 WORKPLACE-ORIENTED MEASURES
III. EMOTION REGULATION