The impact of IQ and EQ on pre-eminent achievement in organizations: implications for the hiring decisions of HRM specialists

Abstract

In this study, IQ and EQ determinants of pre-eminent achievement in organizations were explored to help HRM specialists in selecting more appropriate job applicants, having potential for outstanding performance in their career paths. Several EQ elements were proved the most important in the achievement. However, IQ elements still play a very important role in superior performance. Results also exhibit that correlation of IQ and EQ levels of superior performers is significant and strong. In conclusion, HRM specialists have to test both IQ and EQ in the hiring process, to create a high-performing workforce in their organizations.

Keywords:

• Emotional quotient
• intelligence quotient
• superior performance
• achievement
• hiring and selection

Notes

1 The ratio of the workforce in the service sector has risen to 40.3 per cent in 2003 whereas it was 25.7 per cent in 1979. For details, see the web site of the State Institute of Statistics (http://www.die.gov.tr).

2 IQ score is a derived score that reflects the extent to which the person is above or below the average adult's IQ score. There are various IQ tests administered individually such as the Stanford-Binet Test, the Wechsler Test, the Wonderlic Test, the Kaufman Adolescent and Adult Intelligence Test, the Slosson Intelligence Test, the Wide Range Intelligence Test and the Comprehensive Test of Nonverbal Intelligence.

3 Examples of personality tests: Predictive Index (it measures work-related personality traits, drives and behaviours – in particular dominance, extroversion, patience and blame avoidance – on a two-sided sheet; a template makes scoring simple), Thematic Apperception Test (it assumes that a person asked to interpret an ambiguous picture supposedly projects into the picture his/her own emotional attitudes about life), Make a Picture Story (MAPS), House-Tree-Person (H-T-P), Forer Structured Sentence Completion Test, Guilford–Zimmerman Temperament Survey (it measures personality traits like emotional stability vs. moodiness, friendliness vs. criticalness), Minnesota Multiphasic Personality Inventory (hypochondria, paranoia), International Style Inventory (sociable, sensitive, deliberate, stable, conscientious, trusting, directive), Meyer–Kendall Assessment Survey (dominance, attention to detail, stability, people concern, anxiety, extroversion), Leadership Ability Evaluation (leadership abilities and behaviours, decision-making style), Supervisory Practices Inventory, Sales Achievement Predictor, Personal Style Inventory, Global Personality Inventory (agreeableness-consideration, empathy, openness, trust/conscientiousness – attention to detail, dutifulness, responsibility/extroversion – adaptability, competitiveness, desire for achievement, energy level, influence, taking charge/neuroticism – emotional control, optimism, stress tolerance/openness to experience – innovativeness, creativity, social astuteness, independence).