Abstract
Adopting a primary prevention perspective, this study examines competencies with the potential to enhance well-being and performance among future workers. More specifically, the contributions of ability-based and trait models of emotional intelligence (EI), assessed through well-established measures, to indices of hedonic and eudaimonic well-being were examined for a sample of 157 Italian high school students. The Mayer–Salovey–Caruso Emotional Intelligence Test was used to assess ability-based EI, the Bar-On Emotional Intelligence Inventory and the Trait Emotional Intelligence Questionnaire were used to assess trait EI, the Positive and Negative Affect Scale and the Satisfaction With Life Scale were used to assess hedonic well-being, and the Meaningful Life Measure was used to assess eudaimonic well-being. The results highlight the contributions of trait EI in explaining both hedonic and eudaimonic well-being, after controlling for the effects of fluid intelligence and personality traits. Implications for further research and intervention regarding future workers are discussed.
Highlights
As a construct of long-standing interest in the field of psychology, well-being deserves additional attention for its primary prevention potential for fostering health and performance in the workplace (Zelenski et al, 2008; Heuvel et al, 2010)
When trait emotional intelligence (EI) assessed through the Emotional Quotient Inventory (EQ-i) was entered at the fourth step instead of trait EI assessed through the Trait Emotional Intelligence Questionnaire (TeiQue), the fourth step explained an additional and significant 8% of the variance (Table 4)
When trait EI assessed through the EQ-i was entered at the fourth step instead of trait EI assessed through the TeiQue, trait EI assessed through the EQ-i explained an additional and significant 10% of variance over step three (Table 5)
Summary
As a construct of long-standing interest in the field of psychology, well-being deserves additional attention for its primary prevention potential for fostering health and performance in the workplace (Zelenski et al, 2008; Heuvel et al, 2010). While psychologists recognize the importance of systemic change to remedy these social and economic problems, they are interested in identifying individual factors that foster well-being among future workers and can serve as assets that protect individuals from psychological harm and foster well-being and performance in the workplace (DeNeve and Cooper, 1998; Friedman and Kern, 2014; Gori et al, 2015)
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