中文摘要：

以管理者为被试,运用管理者情绪智力行为问卷、卡特尔16因素个性问卷和CPM领导行为问卷,采取问卷和跟踪调查的数据收集方式,共收回124份有效自评管理者情绪智力行为问卷和卡特尔16因素个性问卷、1 179份有效他评管理者情绪智力行为问卷和CPM领导行为问卷以及124位管理者晋升和离职的数据,运用相关分析和回归分析等多种统计方法,探讨管理者情绪智力与领导有效性、晋升和离职的关系。研究结果表明,他评情绪智力与他评领导有效性显著相关,自评情绪智力与他评领导有效性不相关,自我意识正向调节自评情绪智力与他评领导有效性之间的关系,认知能力负向调节他评情绪智力与他评领导有效性的关系,他评情绪智力与晋升显著正相关,与离职显著负相关,他评情绪智力能预测工作相关变量,组织可以把情绪智力应用到管理实践。

英文摘要：

The article examined the relationship between manager＇s emotional intelligence and leadership effectiveness, promotion and turnover in a sample of managers. Multi-source data were collected from 124 managers who responded about their emotional intelligence, cognitive ability and personality and 1 179 managers＇ subordinates, peers and superiors who rated the responding manager＇s emotional intelligence and leadership effectiveness with manager＇s emotional intelligence behavior questionnaires, Cattell＇s 16 PF questionnaires and CPM leadership behavior questionnaires. In addition, 124 Managers＇ promotion and turnover data was collected. The correlation and regression analysis were employed based on the collected data. The results showed other-reported emotional intelligence positively correlated with other-reported leadership effectiveness, and self-reported emotional intelligence was not correlated with other-reported leadership effectiveness, self-awareness positively moderated the relationship between self-reported emotional intelligence of managers and other-reported leadership effectiveness, cognitive ability negatively moderated the relationship between other-reported emotional intelligence and other-reported leadership effectiveness of managers, and otherreported emotional intelligence had positive correlation with manager＇s promotion and negative correlation with manager＇s turnover. These results indicate other-reported emotional intelligence can predict work-related variables and emotional intelligence can be applied to the organization and management practices.