Abstract
Using socioanalytic theory (Hogan & Shelton, 1998b), we develop and test a model of the direct and indirect effects of the Big Five personality traits and EI abilities on multiple forms of performance (i.e., task and contextual performance). The proposed model was tested with two on-line instruments completed by 116 Hong Kong managers. One instrument was an abilities test of emotional intelligence (MSCEIT 2.0:Mayer, Salovey, & Caruso, 2002). The other was a survey of self-reported personality and workplace behavioral data. Multiple hierarchical (moderator) regression was used to analyze the data from 116 Hong Kong managers. Hypotheses were partially supported. Agreeableness had a positive influence on contextual performance and conscientiousness was positively associated with task performance. In respect to the four-branch model of EI, perceiving emotions was negatively associated with contextual performance, which was counter to what was hypothesized. Total EI moderated (enhanced) relationships between agreeableness and both task and contextual performance.
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