Emotional Intelligence Scale Urdu

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Emotional Intelligence Scale Urdu

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About Scale Name

Scale Name

Emotional Intelligence Scale Urdu

Author Details

Wong. C.S. Wong, P.M & Law, K. S. (2007)
cswong@baf.msmail.cuhk.edu.hk and mnlaw@ust.edu.hk

Aniqa Hashmi, Faiza Rasool and Rukhsana Kausar
This scale translated in the Department of Applied Psychology, Punjab University Lahore. If you wish to get permission then please contact the department.

and Munazza Zahra, Daisy Kee Mui Hung, Muhammad Usman
(munazza.zahra89@gmail.com)

Translation Availability

English and Urdu

Background/Description

The Wong and Law Emotional Intelligence Scale (WLEIS) is a self-reported measure of emotional intelligence based on the theoretical concept developed by Mayer and Salovey in 1997. The scale was initially developed in East Asia and has since been translated into various languages, including Urdu.

The purpose of the mentioned study was to translate the WLEIS into Urdu and evaluate its psychometric properties. The study involved a sample of 315 managers from the top four private commercial banks in Pakistan. The researchers assessed the validity and reliability of the Urdu version of the WLEIS using statistical analyses such as Cronbach’s alpha, composite reliability, rho-A, and average variance extracted.

The WLEIS consists of four dimensions: self emotion appraisal, others emotion appraisal, uses of emotion, and regulation of emotion. Previous studies have demonstrated that the scale maintains a consistent four-factor structure across different language versions and has been shown to be a reliable predictor of personal and job-related well-being outcomes.

In the mentioned study, the researchers hypothesized that the scores obtained from the Urdu version of the WLEIS would be positively correlated with three dimensions of job performance. They also proposed that work engagement would mediate the relationship between the Urdu-translated dimensions of the WLEIS and the dimensions of job performance.

The results of the study indicated that the Urdu version of the WLEIS demonstrated satisfactory reliability, as evidenced by Cronbach’s alpha, rho-A, composite reliability, and average variance extracted values. Furthermore, the WLEIS dimensions exhibited significant positive associations with the dimensions of job performance, with work engagement found to mediate this relationship.

Administration, Scoring and Interpretation

Preparation: Ensure that you have the necessary materials, such as the WLEIS questionnaire and scoring key, if applicable. Determine whether you will administer the scale in a group or individual setting.

Instructions: Provide clear instructions to the participants about the purpose and nature of the scale. Explain that they will be responding to a series of statements about their emotional experiences and abilities. Emphasize the importance of providing honest and accurate responses.

Questionnaire Completion: Distribute the WLEIS questionnaire to the participants. Each item consists of a statement related to emotional intelligence, and participants are typically asked to rate their agreement on a Likert-type scale, such as a 5-point scale ranging from strongly disagree to strongly agree.

Reliability and Validity

The Urdu version of the WLEIS demonstrated satisfactory reliability, as evidenced by Cronbach’s alpha, rho-A, composite reliability, and average variance extracted values. Furthermore, the WLEIS dimensions exhibited significant positive associations with the dimensions of job performance, with work engagement found to mediate this relationship.

Available Versions

16-Items

Reference

Wong, C. S., & Law, K. S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13(3), 243-274.

Zahra, Munazza; Hung, Daisy Kee Mui; Usman, Muhammad (2020). Psychometric Properties and Urdu Translation of Wong and Law Emotional Intelligence Scale (WLEIS). Advance. Preprint. https://doi.org/10.31124/advance.12966617.v1

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Scale File:

Frequently Asked Questions

Q: What is the Wong and Law Emotional Intelligence Scale (WLEIS)?
A: The Wong and Law Emotional Intelligence Scale (WLEIS) is a self-reported measure of emotional intelligence developed by Wong and Law in 2002. It consists of a series of statements that assess individuals’ emotional intelligence across four dimensions: self-emotion appraisal, others’ emotion appraisal, uses of emotion, and regulation of emotion.

Q: How is the WLEIS scored?
A: The WLEIS is typically scored using a Likert-type scale, where respondents rate their level of agreement or disagreement with each statement. The scoring procedure assigns numerical values to participants’ responses, and scores are calculated for each dimension of the scale. Higher scores indicate higher levels of emotional intelligence in the respective dimensions.

Q: What is the purpose of the WLEIS?
A: The WLEIS is designed to measure individuals’ self-perceived emotional intelligence. It aims to assess how individuals perceive and understand their emotions and the emotions of others, as well as how they use and regulate emotions in various situations.

Q: Can the WLEIS be used in research and practical applications?
A: Yes, the WLEIS has been widely used in both research and practical applications. It has been used in studies exploring the relationships between emotional intelligence and various outcomes, such as job performance, leadership effectiveness, and well-being. Additionally, the scale can be utilized in organizational settings, training programs, and coaching interventions to enhance emotional intelligence.

Q: Is the WLEIS available in multiple languages?
A: Yes, the WLEIS has been translated and adapted into several languages, allowing for its use in diverse cultural contexts. Researchers have localized the scale to languages such as Italian, Spanish, Arabic, Chinese, and Japanese, among others.

Q: Are there any limitations of the WLEIS?
A: Like any measurement tool, the WLEIS has its limitations. It relies on self-reporting, which may be influenced by social desirability bias or inaccurate self-perceptions. Additionally, it is important to consider cultural and contextual factors when interpreting the results of the scale, as emotional intelligence may be understood and expressed differently across cultures.

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