Editing Emotional intelligence (section)

==== Measurement ====
The current measure of Mayer and Salovey's model of EI, the [[Mayer–Salovey–Caruso Emotional Intelligence Test]] (MSCEIT), is based on a series of emotion-based problem-solving items.<ref name="grewal"/><ref>{{cite journal | vauthors = Mayer JD, Salovey P, Caruso DR, Sitarenios G | title = Measuring emotional intelligence with the MSCEIT V2.0 | journal = Emotion | volume = 3 | issue = 1 | pages = 97–105 | date = March 2003 | pmid = 12899321 | doi = 10.1037/1528-3542.3.1.97 }}</ref> Consistent with the model's claim of EI as a type of intelligence, the test is modeled on ability-based [[IQ tests]]. By testing a person's abilities on each of the four branches of emotional intelligence, it generates scores for each of the branches as well as a total score.

Central to the four-branch model is the idea that EI requires attunement to [[social norms]]. Therefore, the MSCEIT is [[consensus based assessment|scored in a consensus fashion]], with higher scores indicating higher overlap between an individual's answers and those provided by a worldwide sample of respondents. The MSCEIT can also be expert-scored so that the amount of overlap is calculated between an individual's answers and those provided by a group of 21 [[emotion|emotion researchers]].<ref name="grewal"/>

Although promoted as an ability test, the MSCEIT test is unlike standard IQ tests in that its items do not have objectively correct responses. Among other challenges, the consensus scoring criterion means that it is impossible to create items that only a minority of respondents can solve, because, by definition, responses are deemed emotionally "intelligent" only if the majority of the sample has endorsed them. This and other similar problems have led some cognitive ability experts to question the definition of EI as a genuine intelligence.<ref>{{cite book | vauthors = Petrides KV | chapter = Ability and Trait Emotional Intelligence | title = The Wiley-Blackwell Handbook of Individual Differences | veditors = Chamorro-Premuzic T, von Stumm S, Furnham A | location = London | publisher = John Wiley & Sons | year = 2015 | pages = 656–78 | isbn = 978-1-119-05030-8 }}</ref>

In a study by Føllesdal, the MSCEIT test results of 111 business leaders were compared with how their employees described their leader. It was found that there were no correlations between a leader's test results and how he or she was rated by the employees, with regard to [[empathy]], ability to motivate, and leader effectiveness. Føllesdal also criticized the Canadian company Multi-Health Systems, which administers the test. The test contains 141 questions, but it was found after publishing the test that 19 of these did not give the expected answers. This has led Multi-Health Systems to remove answers to these 19 questions before scoring.<ref>{{cite thesis |title=Emotional Intelligence as Ability: Assessing the Construct Validity of Scores from the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) |degree=PhD |publisher=University of Oslo |url=http://www.psykologi.uio.no/studier/drpsych/disputaser/follesdal_summary.html |archive-url=https://web.archive.org/web/20081216094950/http://www.psykologi.uio.no/studier/drpsych/disputaser/follesdal_summary.html |archive-date=2008-12-16 |url-status=dead |vauthors=Føllesdal H |year=2008}}</ref>