This study compared 3 measures of the team emotional intelligence (EI) construct: an individual-referent subjective measure, an individual-referent performance measure and a team-referent measure. Results showed that when using emotion-related variables (e.g., team relationship conflict and cohesion) as criterion variables, the team-referent EI measure was the strongest predictor and demonstrated incremental validity over both of the individual-referent measures. Furthermore, the individual-referent subjective measure demonstrated marginal incremental validity over the individual-referent performance measure. These results were not found when task-related variables, such as task conflict and performance, were used as criteria. Implications of the results are discussed.

中文翻译：

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衡量团队情商：多方法比较。

本研究比较了团队情商 (EI) 结构的 3 项衡量标准：个人参照主观衡量标准、个人参照绩效衡量标准和团队参照衡量标准。结果表明，当使用与情绪相关的变量（例如，团队关系冲突和凝聚力）作为标准变量时，以团队为参考的 EI 测量是最强的预测因子，并且证明了对两个以个人为参考的测量的增量有效性。此外，个人参照主观测量证明了个人参照绩效衡量的边际增量有效性。当与任务相关的变量（例如任务冲突和绩效）用作标准时，未发现这些结果。讨论了结果的含义。