摘要：In this paper we discuss the potential utility of multi-rater or 360-degree measured EI over self-reported and ability measured EI. We then discuss the development of a workplace 360 measure of emotional intelligence designed specifically for development purposes. Several research studies testing workplace samples are presented which examine the internal consistency reliability of the rater forms of the 360 instrument; compare the means and standard deviations of self- and other-rated EI; and the relationship between how people rate themselves on the instrument and how they rate others. The research findings demonstrate the utility of multi-rater 360-degree EI assessment instruments, which is discussed specifically in terms of leadership development.
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