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ates from various fields of studies from the National University of Singapore and Nanyang Technological University, it was found that males have higher EI scores than females.

In a study conducted by Kathleen Cavallo, (2001) on three hundred and fifty eight Managers (55 % male and 45 % females) across the Johnson & Johnson Consumer & Personal Care Group (JJC&PC Group ) using Emotional Competence Inventory (ECI),some gender difference was found, with Supervisors rating females higher in Adaptability and Service Orientation, while Peers rated females higher on Emotional Self-Awareness, Conscientiousness, Developing Others, Service Orientation, and Communication. Direct reports scored males higher in Change Catalyst.

In a study conducted by Joseph Ciarrochi, et al (2001) 131 students (aged 13 to 15) completed a self-report measure of emotional intelligence (SEI), and it was found that EI was reliably measured in adolescents and was higher for females than males.

Study conducted by Ciarrochi, Chan, and Caputi (2000) found that women performed higher than men on the overall intelligence score of the MEIS with undergraduate psychology students.

In a study by Mayer, Caruso, and Salovey (1999), it was found through the Multifactor Emotional Intelligence Scale (MEIS) that women put more effort into their emotions and are more sensitive when expressing emotion.

A study conducted by Porter and Stone (1995) reveals that women are better at coping with problems and have more potential to develop their emotions.

A study conducted by Trobst, Collins, Embree (1994) found that women tend to be more supportive and possess more empathy than men.

It is important to study gender differences with this proposed study because organizations are seeing demographic changes with an increase of women taking on significant career roles (Offermann & Gowing, 1993). Moreover, gender studies also has implications specially now when the thrust is on diversity management. Empirical findings of the study can help while HR policies are formulated by companies.

EI and career success

In a study by Cavallo & Brienza (2004) of the Johnson & Johnson Consumer & Personal Care Group (N=1400) in thirty seven countries, it was found that emotional competencies differentiate successful leaders and that emotional intelligence, as one of a broad spectrum of skills which managers have in varying levels.

Len Tischler et al (2002) examined the RELATION OF emotional intelligence, spirituality and work place performance and studies displayed a positive relationship between emotional intelligence and work place success.

A study conducted at a large, international organization by Collins et al (2001), using a personality-based measure of EI and an ability-based measure of EI,(N= 91), it was found that EI may not directly play a significant role in the success of the executive participants .

Bachmann, et al (2000)conducted two studies which compared more and less successful account officers (debt collectors) in terms of their emotional intelligence, measured using the BarOn Emotional Quotient Inventory. The find本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。