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Emotionell intelligens och anställningslämplighet: En pilotstudie gjord på arbetssökande hos Adecco

Mårtensson, Elina LU and Schieder, Elsa Johanna LU (2014) PSYK11 20141
Department of Psychology
Abstract (Swedish)
Emotionell intelligens är ett växande område men det har endast i begränsad utsträckning forskats om dess betydelse i samband med rekryteringsprocesser. Pilotstudiens syfte var att undersöka huruvida individer med högre EQ-poäng bedömdes mer positivt av rekryterare gällande uppskattad anställningslämplighet. Baserat på tidigare forskning förväntades det att högre EQ skulle korrelera med en mer positiv skattning av anställningslämplighet. Undersökningen baserades på 14 kandidater som befann sig i en rekryteringsprocess hos ett bemannings- och rekryteringsföretag. Kandidaterna besvarade ett EQ-test, Trait Emotional Intelligence Questionaire - Short Form (TEIQue-SF) utformat av Petrides och Furnham (2006). Samma kandidaters... (More)
Emotionell intelligens är ett växande område men det har endast i begränsad utsträckning forskats om dess betydelse i samband med rekryteringsprocesser. Pilotstudiens syfte var att undersöka huruvida individer med högre EQ-poäng bedömdes mer positivt av rekryterare gällande uppskattad anställningslämplighet. Baserat på tidigare forskning förväntades det att högre EQ skulle korrelera med en mer positiv skattning av anställningslämplighet. Undersökningen baserades på 14 kandidater som befann sig i en rekryteringsprocess hos ett bemannings- och rekryteringsföretag. Kandidaterna besvarade ett EQ-test, Trait Emotional Intelligence Questionaire - Short Form (TEIQue-SF) utformat av Petrides och Furnham (2006). Samma kandidaters anställningslämplighet mättes av bemanningsföretagets rekryterare med hjälp av ett bedömningsformulär bestående av fem skattningsfrågor.
Baserat på deras poäng på variabeln EQ delades kandidaterna in i antingen en hög- eller låg EQ-grupp. De två grupperna jämfördes sedan på variabeln anställningslämplighet. Resultaten visade inget stöd för hypotesen. Möjliga faktorer till studiens resultat diskuterades och utvärderades i relation till tidigare forskning. Då undersökningen var en pilotstudie, gjord på ett mindre antal deltagare, är det möjligt att resultatet kunde ha sett annorlunda ut om den genomförts på ett större urval. Efter tidigare forsknings resultat, och enligt vissa implikationer i denna studie, kan det vara motiverat att forska vidare i ämnet. (Less)
Abstract
Emotional intelligence is a growing field but its relevance within recruitment processes has only been limitedly explored. The aim of this pilot study was to explore whether individuals with a higher EQ score were judged more positive by recruiters on evaluated hirability? Based on previous research we expected that a higher EQ would be related to a more positive evaluation of hirability. The study was based on 14 candidates who were involved in a recruitment process at a staffing and recruitment company. The candidates answered a questionnaire regarding EQ, Trait Emotional Intelligence Questionnaire - Short Form (TEIQue-SF), designed by Petrides and Furnham (2006). The hirability of the same candidates was measured and calculated by the... (More)
Emotional intelligence is a growing field but its relevance within recruitment processes has only been limitedly explored. The aim of this pilot study was to explore whether individuals with a higher EQ score were judged more positive by recruiters on evaluated hirability? Based on previous research we expected that a higher EQ would be related to a more positive evaluation of hirability. The study was based on 14 candidates who were involved in a recruitment process at a staffing and recruitment company. The candidates answered a questionnaire regarding EQ, Trait Emotional Intelligence Questionnaire - Short Form (TEIQue-SF), designed by Petrides and Furnham (2006). The hirability of the same candidates was measured and calculated by the staffing company’s recruiters on an evaluation form containing five questions.
Based on their score on the EQ variable the participants were divided into either a high or low EQ-group. The two groups were then compared on the hirability variable. The results showed no support for the hypothesis. Possible factors to the study’s results were discussed and evaluated in relation to recent research. Because of the fact that the research was a pilot study, done with a smaller sample of participants, it is possible that the results would have looked different if implemented on a larger sample. After results from earlier research, and after some implications based on this study, it could be motivated to keep doing further research within the area. (Less)
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author
Mårtensson, Elina LU and Schieder, Elsa Johanna LU
supervisor
organization
course
PSYK11 20141
year
type
M2 - Bachelor Degree
subject
keywords
emotionell intelligens, rekrytering, anställningslämplighet, EQ-test, emotional intelligence, recruitment, hirability
language
Swedish
id
4496749
date added to LUP
2014-07-01 11:19:25
date last changed
2014-07-01 11:19:25
@misc{4496749,
  abstract     = {Emotional intelligence is a growing field but its relevance within recruitment processes has only been limitedly explored. The aim of this pilot study was to explore whether individuals with a higher EQ score were judged more positive by recruiters on evaluated hirability? Based on previous research we expected that a higher EQ would be related to a more positive evaluation of hirability. The study was based on 14 candidates who were involved in a recruitment process at a staffing and recruitment company. The candidates answered a questionnaire regarding EQ, Trait Emotional Intelligence Questionnaire - Short Form (TEIQue-SF), designed by Petrides and Furnham (2006). The hirability of the same candidates was measured and calculated by the staffing company’s recruiters on an evaluation form containing five questions.
	Based on their score on the EQ variable the participants were divided into either a high or low EQ-group. The two groups were then compared on the hirability variable. The results showed no support for the hypothesis. Possible factors to the study’s results were discussed and evaluated in relation to recent research. Because of the fact that the research was a pilot study, done with a smaller sample of participants, it is possible that the results would have looked different if implemented on a larger sample. After results from earlier research, and after some implications based on this study, it could be motivated to keep doing further research within the area.},
  author       = {Mårtensson, Elina and Schieder, Elsa Johanna},
  keyword      = {emotionell intelligens,rekrytering,anställningslämplighet,EQ-test,emotional intelligence,recruitment,hirability},
  language     = {swe},
  note         = {Student Paper},
  title        = {Emotionell intelligens och anställningslämplighet: En pilotstudie gjord på arbetssökande hos Adecco},
  year         = {2014},
}