本研究針對情緒智能的概念，訪談了兩類受訪者，分別是未受過情緒智能訓練的中小企業主管，以及在機構中教授情緒智能的講師。研究結果支持研究者的推論：北美情緒智能理論是從個人取向的角度了解與察覺內在情緒，並據以評估何謂適宜的情緒表達，受訪的講師們大多認同這種情緒智能概念；但社會取向的華人比較會從人際互動的脈絡來詮釋情緒智能，受訪的企業主管傾向於採取這種角度，認為情緒智能是展現個人內在修養、用誠意與體恤關懷做人，以及在人際
衝突中保持平和情緒、積極任事的能力。研究者進一步請受訪者比較華人「人情世故」概念與北美「情緒智能」概念的異同，結果顯示：講師們大多認為二者有明顯差異，認為人情世故是他人取向或取悅他人、以「做人」為重點的情緒管理能力，而情緒智能則屬於個人取向、強調內外一致的「作自己」的能力；反之，企業主管則認為「人情世故」是類似的人際情緒管理概念。本文最後根據這些研究發現，討論華人所需要的情緒管理訓練以及個人取向的情緒管理訓練在華人社
會中的文化契合度。

This study examines whether Taiwanese managers without emotional intelligence (EI) training interpret EI differently from EI instructors. Results showed that Taiwanese EI instructors adopt individual-oriented North American EI concepts that emphasize intrapersonal emotion management skills for understanding, displaying, and managing emotions and regard EI
as the skill of being oneself. In contrast, Taiwanese managers were social-oriented and interpreted EI as interpersonal emotion management skills that emphasize inner emotion cultivation such as integrity and selflessness, consideration and caring, and keeping peaceful feelings under stress. They also believe that EI is similar to renqing shiku, a traditional Chinese social intelligence concept emphasizing the ability to cater to others’needs and have harmonious relationships. Results re-discussed in terms of interpersonal relations.