Psychometric Properties of the Wong and Law Emotional Intelligence Scale in a Colombian Manager Sample.

Within the organizational field, emotional intelligence is linked to socially competent behaviors, which allow the development of labor and organizational abilities necessary for professional development. Thus, in workers, emotional intelligence is related to a wide range of organizational variables. The purpose of the present study was to evaluate the psychometric properties of the Wong and Law Emotional Intelligence Scale (WLEIS) in the Colombian context, specifically, in a population of managers. The study was instrumental. The sample consists of 489 Colombian managers, obtained through non-probability sampling (a purposive sample), who work in companies located in Bogota. The results indicated that the four-factor oblique model presents favorable fit indices, as well as the higher-order model, the latter having additional theoretical support. These results indicate that it is possible to consider partial scores for each of the four factors of the WLEIS, as well as an overall emotional-intelligence score. Also, the WLEIS scores have validity evidence based on relations to other variables (convergent and discriminant evidence) and are reliable. These first findings for Colombian managers contribute to the accumulation of international evidence of emotional intelligence measured with the WLEIS.

Assessing the Psychometric Properties of the Internet Addiction Test in Peruvian University Students.

The use of the Internet has been gradually and unstoppably gaining ground in all areas of life, from recreational activities to how social relations are established. However, the existence of clinical cases indicates that the addictive use of the Internet is a problem that seriously affects some people. Among the instruments that measure this construct, the Internet Addiction Test (IAT) stands out. However, instrumental studies of this test are scarce in Latin America. The present study sought to analyze the psychometric properties of the IAT in a sample of 227 Peruvian undergraduate university students. Confirmatory factor analysis was used to provide validity evidence based on the internal structure, and evidence based on the relationship with other variables was also provided. Reliability was estimated through the ordinal alpha coefficient. The results indicated that the IAT adequately fits a bifactor model (with two specific factors, time/control and stress/compensate), obtaining good levels of reliability. Additionally, the IAT scores correlate significantly with the average number of hours per day on the internet and social skills. The results lead to the conclusion that the scores in the IAT have evidence of validity and reliability for its use.

Validation of the Wong and Law Emotional Intelligence Scale for Chilean managers / Validación de la Escala de Inteligencia Emocional de Wong y Law en gerentes chilenos

Abstract The Wong and Law Emotional Intelligence Scale, WLEIS, is one of the most widely used instruments for measuring emotional intelligence in the world. This scale was designed for the work context and evaluates the assessment and expression of a person's emotions, the assessment and recognition of emotions in others, the regulation of a person's emotions, and the use of emotion to aid performance. However, in the Chilean context, there have been no studies on the validity of WLEIS for senior management within firms. The present study seeks to obtain evidence of validity based on WLEIS' internal structure using a sample of 100 Chilean managers. This is an instrumental type study. An exploratory and confirmatory factor analysis corroborated the dimensions of WLEIS, which presented adequate levels of reliability. The average scores in the factors were then compared according to age, sex, and level of educational. The implications of these findings are discussed in the last section.

Resumen La Escala de Inteligencia Emocional de Wong y Law, WLEIS, es uno de los instrumentos para la medición de la inteligencia emocional más utilizados en el mundo. Esta escala fue diseñada para el contexto laboral y evalúa la valoración y expresión de las emociones propias, valoración y reconocimiento de las emociones en otros, regulación de las propias emociones y el uso de las emociones para facilitar el desempeño. No obstante, en el contexto chileno no existen estudios sobre la validación del WLEIS en altos mandos gerenciales dentro de las empresas. El presente estudio busca obtener evidencias de validez basada en la estructura interna del WLEIS en una muestra de 100 gerentes chilenos. El estudio es de tipo instrumental. A través de un análisis factorial exploratorio y confirmatorio, se corroboraron las dimensiones de WLEIS, que presentaron niveles adecuados de fiabilidad. Luego, se compararon los puntajes promedios en los factores según edad, género y nivel educativo. Las implicaciones de estos hallazgos son discutidas sobre la literatura existente en el campo.

Emotional Intelligence in Latin American Managers: An exploratory study / Inteligencia Emocional in Gerentes Latinoamericanos: Un estudio exploratorio

Abstract By means of an exploratory study with a sample of 614 managers, we established the characterization of emotional intelligence (EI) in Latin American managers from Guatemala, Chile, and Colombia. We analyzed the ability to perceive, appraise, and express emotion, both their own and those of others, as reflected in the concept of EI and its impact on the personal and professional achievements of Latin American managers. The results show that respondents have high capacity to assess and recognize their own emotions, low capacity to assess and understand the emotions of their team members, high capacity for self-control of their emotions in extreme moods, and high capacity to direct their emotions toward achieving competence.

Resumen Mediante un estudio exploratorio aplicado a 614 gerentes de Guatemala, Chile y Colombia, se establece la caracterización de la inteligencia emocional (IE) de gerentes latinoamericanos, capacidad de percibir, valorar y expresar emociones, propias y ajenas, reflejada en el concepto de IE y su impacto en los logros personales y profesionales de los gerentes latinoamericanos. Los resultados muestran que los encuestados tienen una gran capacidad para evaluar y reconocer sus propias emociones, baja capacidad para evaluar y comprender las emociones de los miembros de su equipo de trabajo, alta capacidad de autocontrol de sus emociones en estados de ánimo extremos y alta capacidad para dirigir sus emociones hacia el logro de sus competencias.

Characterization of Emotional Intelligence in Colombian Managers / Caracterización de la inteligencia emocional en gerentes colombianos

Through a quantitative empirical study with a sample of557 managers from Colombia, the characterization of emotional intelligence (EI) in Colombian managers is established using the Emotional Intelligence Scale of Wong and Law (2002). The study analyses the ability to perceive, appraise and express emotion, own and others, as reflected in the concept of (EI) and its impact on the personal and professional achievements of Colombian managers. The results show that respondents have high capacity to assess and recognize their own emotions, low capacity to assess and understand the emotions of their team members, high capacity for self-control of their emotions in extreme moods, and high capacity to direct their emotions toward achieving competence.

Mediante un estudio empírico de tipo cuantitativo aplicado en 557 gerentes de Colombia, se establece la caracterización de la Inteligencia Emocional (IE) en los gerentes colombianos, usando la Escala de Inteligencia Emocional de Wong y Law (2002). Se trata de conocer la capacidad de percibir, valorar y expresar emociones, propias y ajenas, reflejada en el concepto de IE y su impacto en los logros personales y profesionales de los gerentes colombianos. Los resultados obtenidos muestran que los encuestados tienen alta capacidad para valorar y reconocer sus propias emociones; baja capacidad para valorar y comprender la emociones de los miembros de su equipo; alta capacidad de autocontrol de sus emociones en estados de ánimo extremos y alta capacidad para orientar sus emociones hacia el logro de sus competencias.