Wong and Law Emotional Intelligence Scale [WLEIS-16]

Κλίμακα Συναισθηματικής Νοημοσύνης Wong και Law [WLEIS-16]

Description

The Wong and Law Emotional Intelligence Scale (WLEIS-16) is a self-report and other-report psychometric instrument designed to assess emotional intelligence based on the four-dimensional model proposed by Davies et al. (1998).

The scale was developed by Wong and Law (2002) and consists of 16 items, with each of the four dimensions of emotional intelligence being assessed through four statements. The instrument was designed primarily for use in occupational and organisational settings and evaluates individuals’ perceptions of their own emotional abilities.

Objective

The main objective of the WLEIS is to measure individual differences in emotional intelligence and to assess the ability of individuals to understand, regulate, and use emotions effectively.

The questionnaire evaluates four major aspects of emotional intelligence:

Expression and understanding of one’s own emotions, referring to the ability to recognise and express personal emotional states.

Recognition of emotions in others, referring to the ability to perceive and understand the emotional states of other people.

Regulation of emotions, referring to the ability to control and manage emotional reactions effectively.

Use of emotions, referring to the ability to utilise emotions to facilitate performance, motivation, and goal achievement.

Structure and Dimensions

The WLEIS consists of four subscales:

Self-Emotion Appraisal (SEA): Evaluates the individual’s ability to understand and express their own emotions.

Others’ Emotion Appraisal (OEA): Assesses the ability to recognise and understand the emotions of others.

Use of Emotion (UOE): Measures the extent to which individuals use emotions to improve performance and motivation.

Regulation of Emotion (ROE): Assesses the ability to regulate and manage emotional experiences.

Each dimension consists of four items, resulting in a total of 16 items.

Scoring Method

Each item is rated on a five-point Likert scale, ranging from:

1 = Strongly disagree

to

5 = Strongly agree.

The score for each dimension is calculated by summing the responses to the corresponding four items. Higher scores indicate higher levels of perceived emotional intelligence.

The overall emotional intelligence score is derived from the combined assessment of the four dimensions.

Validity

The WLEIS has demonstrated satisfactory construct validity through studies examining its relationship with emotional intelligence-related variables, workplace behaviour, leadership effectiveness, and psychological outcomes.

The instrument has been widely applied internationally and has been evaluated across different cultural and demographic groups, supporting its cross-cultural applicability.

The Greek translation and adaptation of the scale was conducted by Kafetsios and Zampetakis (2008).

Reliability

The WLEIS demonstrates high internal consistency and reliability.

The reported reliability coefficient for the scale is Cronbach’s α = 0.88, indicating strong internal consistency among the items.

The psychometric properties of the instrument have been confirmed through studies conducted in different populations and cultural contexts.

Data Analysis and Use

The analysis of WLEIS data includes calculating scores for each of the four emotional intelligence dimensions and examining the overall emotional intelligence profile of the individual.

The results can be used to investigate relationships between emotional intelligence and:

work performance,

leadership effectiveness,

interpersonal relationships,

occupational well-being,

psychological adjustment.

The scale is suitable for organisational research, educational studies, counselling applications, and psychological assessment.

Applications

The Wong and Law Emotional Intelligence Scale can be applied in:

organisational psychology,

human resource management,

leadership development,

educational research,

personal development programmes.

It is particularly useful for understanding how emotional abilities influence professional behaviour, interpersonal functioning, and adaptive performance.

References

Wong, C., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13, 243–274.

Kafetsios, K., & Zampetakis, L. A. (2008). Emotional intelligence and job satisfaction: Testing the mediatory role of positive and negative affect at work. Personality and Individual Differences, 44(3), 710–720.