社會智能（social intelligence，SI）迄今仍是發展中的議題，尤其是在定義及衡量方法上迄今仍無一致共識，甚至與其他構念（例如情緒智能）重疊的情形。本研究透過多重特質多重方法（ multitrait-multimethod ， MTMM） 及理論網絡驗證Kaukiainen, Björkqvist, Österman, Lagerspetz, & Niskanen（1995）所提出的量表之信效度。資料透過三個研究樣本收集，研究一及研究二是以某大學商學院大學專題論文小組成員為對象，研究三則是以某醫院員工為對象。透過MTMM、驗證性因素分析、及迴歸分析結果發現：(1)本研究使用的社會智能量表具有收斂效度和區別效度。(2)在同一方法系絡中時，社會智能與和情緒智能的區分並不明顯。(3)本研究所提出的前因（五大人格特質）與後果變項（組織自尊、團隊成員交換、生活不滿意、情緒耗竭）的理論網絡，除了神經質之外，其餘變項都與社會智能有顯著的關係，顯示出該量表具有效標關聯效度。

Researchers have continuously attempted to define and develop SI measurement. To date, even some degree of consensus are reached, the construct of social intelligence (SI)is still in development. Further, the discussion of whether emotional intelligence (EI) and SI are separable constructs is one of the most questioned issues in SI’s measurement development. This study examined Kaukiainen, Björkqvist, Österman, Lagerspetz, &Niskanen (1995) SI scale by employing MTMM (multitrait-multimethod) and nomological network examination to test its validity. Three studies were conducted:Samples of study 1 and study 2 are undergraduate students’ special-topic (thesis) groups,and study 3 participants are hospital employees. Results of MTMM, CFA (confirmatory
factor analysis), and regression analyses are: (1) Scale conducted in this study shows convergent and discriminate validity. (2) Under the same method context, SI and EI are not significantly distinguishable. (3) Criterion-relate validity is proven through CFA and nomological network examinations where SI significantly relates to Big Five personality
traits (except neroticism), organizational esteem, TMX (team-member exchange), life dissatisfaction, and emotion exhaustion.