Professional Documents
Culture Documents
Shilpa Pherwani
IBIS Consulting Group, Inc.
During the first half of the 20th century Intelligence Quotient (IQ)
tests were considered adequate measures of intelligence. Society linked
IQ scores to an individual’s potential for success in life (Wechsler, 1958).
Reviews of early leadership studies by Bass (1990a) and by Lord, De-
Vader, and Alliger (1986) found that intelligence did contribute to lead-
ership success. These studies focused on the traditional IQ concept of
387
tive leaders are alike in they all have a high degree of emotional intelli-
gence. Goleman (1998c) claimed, “emotional intelligence is the sine qua
non of leadership. . . . Without it, a person can have the best training in
the world, an incisive analytic mind, and an endless supply of smart
ideas, but he still won’t make a great leader” (p. 93). Emotional Intelli-
gence plays an increasingly important role at the highest levels of the
company, where differences in technical skills are of negligible impor-
tance (Goleman, 1998c).
Bass (1990b) proposes that transformational leaders must possess
multiple types of intelligence and that social and emotional intelligence
are critical because these are important to the leader’s ability to inspire
employees and build relationships. Caruso, Mayer and Salovey (2002)
support Bass’ thesis. According to these authors emotional intelligence
underlies a leader’s relationship skills. They contend that organizations
should consider emotional intelligence in the selection and development
of leaders.
A review (Avolio & Bass, 1997) of organizational research studies
consistently found that transformational leaders as measured by the
Management Leadership Questionnaire (MLQ) were more effective and
satisfying leaders than were transactional leaders. Transformational
leaders appear to be more behavioral and less emotional when dealing
with stress and conflict. They demonstrate internal locus of control, self-
confidence and self-acceptance. They appear to be better adjusted than
transactional leaders with a strong sense of responsibility and clear
goals. Focusing on a multiple model of intelligence, a review of studies
(Atwater & Yammarino, 1993; Gibbons, 1986; Howell & Avolio, 1993;
Ross & Offerman, 1997; Southwick, 1998) that examined the relation-
ship between leadership style and emotional intelligence found evidence
of correlations between transformational leadership and traits of emo-
tional intelligence, less for social intelligence and least for cognitive in-
telligence.
Researchers in the past have also looked at the gender differences
for both transformational leadership style and emotional intelligence. Al-
though past research on leadership style differences between men and
women has been inconclusive, a review of research on leadership and
gender consistently demonstrates that women leaders are often nega-
tively evaluated in comparison to their male counterparts, especially
when they employ an autocratic leadership style (Eagly, Makhijani, &
Klonsky, 1992).
Research on gender differences in emotional intelligence has been
limited. Although Goleman (1995) considered males and females to have
their own personal profiles of strengths and weaknesses for emotional
intelligence capacities, studies conducted by Mayer, Caruso and Salovey
in 1999 and Mayer and Geher in 1996 indicate that women score higher
on measures of emotional intelligence than men.
392 JOURNAL OF BUSINESS AND PSYCHOLOGY
METHOD
Participants
The researchers sent a letter to the human resources representa-
tives of volunteering organizations explaining the design and purpose of
the study. A second letter was sent to exempt employees asking for their
participation in the research. The volunteer sample consisted of 32 male
and female managers or supervisors employed in mid-sized to large orga-
nizations in the northeastern section of the United States.
Measurement Instruments
The researchers used the Multi-factor Leadership Questionnaire
(MLQ, 5x-Revised; Bass & Avolio, 1996) to determine the leadership
style of individuals. The Bar-On Emotional Quotient Inventory (EQ-i;
Bar-On, 1996) was used to obtain the emotional intelligence scores of lead-
ers. A demographic questionnaire was also administered to collect partic-
ipant personal data. The latest version of the MLQ (5x-Revised; Bass &
Avolio, 1996) is available in two forms: the self rating form, where super-
visors rate themselves as leaders; and the rater form, where associates
rate their leaders. For the current study, the leaders responded to the
MLQ (5x-Revised; Bass & Avolio, 1996) self-rating form.
The MLQ (5x-Revised; Bass & Avolio, 1996) contains 45 items and
assesses five components of transformational leadership, three compo-
BARBARA MANDELL AND SHILPA PHERWANI 393
nent, Adaptability, is a sign of how well individuals are able to cope with
environmental demands and pressures (Bar-On, 1996). Bar-On (1996)
stated that the fourth component, Stress Management, reflects how peo-
ple handle stress. The fifth and final component, General Mood, is an
indicator of an individual’s ability to enjoy life (Bar-On, 1996).
For the EQ-i (Bar-On, 1996) high and low scores are identified by
how distant they are from the mean score of 100. Scores exceeding the
mean or falling below the mean by 1 SD (15 points) are considered to be
within the normal range. The average time to complete the test is 20–50
min.
Bar-On (1996) focused on two aspects of reliability, internal consis-
tency and test-retest reliability. The test-retest reliability for the EQ-i
(Bar-On, 1996) after 1 month was .85, and .75 after 4 months.
The EQ-i (Bar-On, 1996) has been validated in many ways. As re-
ported by Bar-On (1996) completed validity studies include the following:
(a) correlation between the EQ-i (Bar-On, 1996) and various personality
measures; (b) comparisons between successful and unsuccessful groups
in terms of their EQ-i (Bar-On, 1996) scores; (c) comparison between ob-
tained EQ-i (Bar-On, 1996) scores and what was theoretically expected
from particular groups; (d) comparison between EQ-i (Bar-On, 1996)
scores and coping styles; (e) comparison between EQ-i (Bar-On, 1996)
scores and job performance and job satisfaction; (f) comparison between
EQ-i scores and attributional styles; and (g) analysis of the sensitivity of
the EQ-i (Bar-On, 1996) to remedial interventions.
Bar-On (1996) reported that the correlation with personality mea-
sures was high enough to firmly support that the EQ-i (Bar-On, 1996)
subscales are measuring the constructs that they were intended to mea-
sure. Discriminant validity was established by Bar-On (1996) by compar-
ing successful and unsuccessful groups in terms of their EQ-i (Bar-On,
1996) scores. The EQ-i (Bar-On, 1996) can differentiate among various
groups and can distinguish more successful respondents from less suc-
cessful ones in various areas.
Bar-On (1996) established criterion-group validity by comparing ob-
tained EQ-i (Bar-On, 1996) scores with what was theoretically expected
for particular groups. Bar-On (1996) reported that the criterion validity
of the EQ-i (Bar-On, 1996) was supported to the extent that the test
produced high scores in the appropriate areas for groups known to be
strong in those particular areas. Likewise, unsuccessful groups obtained
low scores.
Bar-On (1996) administered the EQ-i (Bar-On, 1996) and the Coping
Inventory for Stressful Situations (CISS) (Endler & Parker, 1990) in an
attempt to gauge the convergent validity of EQ-i (Bar-On, 1996). Bar-On
(1996) reported that a number of EQ-i (Bar-On, 1996) scales and sub-
scales were significantly correlated with a measure of successful and effi-
cient coping with stressful situations.
BARBARA MANDELL AND SHILPA PHERWANI 395
Procedures
The researchers contacted executives or Human Resources manag-
ers of a varied sample of organizations. After receiving permission to test
employees within their companies, the researchers sent a request form
to Human Resources professionals explaining the design and purpose of
the study in greater detail. A letter was sent to the managerial employ-
ees soliciting their participation in the study. Before the participants
took the tests, the researchers explained the purpose of the study and
obtained their informed consent. If the participants wanted to receive a
copy of the EQ-i (Bar-On, 1996) results, the researchers asked them to
provide their mailing address on the consent form. The researchers then
distributed the demographic form, the MLQ and the Bar-On and data
were collected.
Statistical Analyses
Hierarchical Regression analysis was conducted to examine the pre-
dictive relationship between emotional intelligence and transformational
leadership style. The analysis was also used to examine interaction of
gender with emotional intelligence when predicting transformational
leadership style. The analysis also helped the researchers identify gen-
der differences in the relationship between emotional intelligence and
transformational leadership style. Emotional intelligence, gender and in-
teraction of gender and emotional intelligence were the predictor vari-
ables and transformational leadership style was the criterion variable
in the study. Independent t-tests were conducted to determine gender
differences in the emotional intelligence scores and leadership styles of
male and female managers. The REGRESSION procedure from the SPSS
for Windows Statistical Package was used to test the prediction models
(SPSS, 1999).
396 JOURNAL OF BUSINESS AND PSYCHOLOGY
RESULTS
Table 1
Descriptive Statistics for Emotional Intelligence and Transformational
Leadership Scores of Male and Female Managers
Males Females
Variable M SD n M SD n
Transformational
Leadership Style 63.31 7.89 13 65.21 6.08 19
Emotional Intelligence 98.31 8.30 13 109.58 11.72 19
BARBARA MANDELL AND SHILPA PHERWANI 397
DISCUSSION
Table 2
Summary of Hierarchical Regression Analysis for Variables Predicting
Transformational Leadership Style (N = 32)
Variable B SE B β
Step 1
Emotional Intelligence .28 .09 .49
Step 2
Emotional Intelligence .32 .10 .56
Gender −1.76 2.49 −.12
Step 3
Emotional Intelligence .37 .18 .64
Gender .39 7.39 .02
Interaction −2.29 .07 −.21
Note. R2 = .249 for Step 1; R2 = .262 for Step 2 and R2 = .264 for Step 3.
398 JOURNAL OF BUSINESS AND PSYCHOLOGY
Table 3
Independent Groups t-Ratios Comparing Mean Transformational Leadership
Scores and Emotional Intelligence Scores for Males and Females
Mean SE
Variable Means n Diff. Diff. t p
Transformational
Leadership Style
Males 63.31 13 −1.90 2.19 −.771 >.05
Females 65.21 19
Emotional Intelligence
Males 98.31 13 −11.27 2.30 −2.98 <.05
Females 109.58 19
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