Since the emergence of emotional intelligence as a theoretical construct in the work of Salovey and Mayer (1989) there has been much debate surrounding its precise definition (Spector and Johnson, 2006). Despite these deliberations EI has come to be accepted as an one’s ability to recognise, project and shape their own emotions, and identify and appropriately respond to the emotions of others (Mayer, Salovey, & Caruso, 2000). Furthermore, through research EI has become widely acknowledged for its organisational importance. Organisational leadership is purportedly more likely in individuals with high EI abilities (Rosete & Ciarrochi, 2005) while Kirch, Tucker, and Kirch (2001) speculated that accounting firms’ sole focus on cognitive capabilities when recruiting may lead to unhappy working environments. A popular method of testing for EI in research is the Mayer-Salovey-Caruso emotional intelligence test (MSCEIT) (Cherniss, 2010; Cote & Miners, 2006).
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