Faking emotional intelligence (EI): comparing response distortion on ability and trait-based EI measures
Version of Record online: 10 AUG 2007
Copyright © 2007 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 29, Issue 6, pages 761–784, August 2008
How to Cite
Day, A. L. and Carroll, S. A. (2008), Faking emotional intelligence (EI): comparing response distortion on ability and trait-based EI measures. J. Organiz. Behav., 29: 761–784. doi: 10.1002/job.485
- Issue online: 8 JUL 2008
- Version of Record online: 10 AUG 2007
- Manuscript Accepted: 18 JUN 2007
- Manuscript Revised: 1 DEC 2006
- Manuscript Received: 9 MAR 2006
We compared the susceptibility of two emotional intelligence (EI) tests to faking. In a laboratory study using a within-subjects design, participants completed the EQ-i and the MSCEIT in two sessions. In the first session (i.e., the ‘applicant condition’), participants were given a job description and asked to respond to the EI measures as though they were applying for that job. Participants returned 2 weeks later to repeat the tests in a ‘non-applicant’ condition in which they were told to answer as honestly as possible. Mean differences between conditions indicated that the EQ-i was more susceptible to faking than the MSCEIT. Faking indices predicted applicant condition EQ-i scores, after controlling for participants' non-applicant EQ-i scores, whereas the faking indices were unrelated to applicant condition MSCEIT scores, when the non-applicant MSCEIT scores were controlled. Using top-down selection, participants were more likely to be selected based on their applicant condition EQ-i scores than their non-applicant EQ-i scores, but they had an equal likelihood of being selected based on their MSCEIT scores from each condition. Implications for the use of these two EI tests are discussed. Copyright © 2007 John Wiley & Sons, Ltd.