ABSTRACT
At the beginning of the last chapter, I mentioned that I had doubts about the applicability of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) in measuring emotional intelligence (EI) across cultures, especially for Chinese respondents. In fact, this was not the only instance that stimulated me to think about cultural issues in studying the EI construct. However, I have to admit that I did not think about this issue at the very beginning. At that time, my major focus was on whether the EI construct was valid and whether it was related to important criterion variables in organizational behavior and human resource management.
