you may start with this one....

EMOTIONAL SELF EFFICACY Wong, C. S., & Law, K. S. 2002. The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13: 243-274.

To what extent do you agree or disagree with the following statements about your self? (1. totally disagree, 2. somewhat disagree, 3. neither agree nor disagree, 4. somewhat agree, 5. totally agree)

1. I have a good sense of why I have certain feelings most of the time. 2. I have good understanding of my own emotions. 3. I really understand what I feel. 4. I always know whether or not I am happy. 5. I always know my friends’ emotions from their behavior. 6. I am a good observer of others’ emotions. 7. I am sensitive to the feelings and emotions of others. 8. I have good understanding of the emotions of people around me. 9. I always set goals for myself and then try my best to achieve them. 10. I always tell myself I am a competent person. 11. I am a self-motivating person. 12. I would always encourage myself to try my best. 13. I am able to control my temper so that I can handle difficulties rationally. 14. I am quite capable of controlling my own emotions. 15. I can always calm down quickly when I am very angry. 16. I have good control of my own emotions.

Thank you Tar-Yeol,

much appreciated.

stephen

Dear Stephen,

I also use the WLEIS in my research.

Here is my former answer to a similar question presented in the past:

In my opinion WLEIS is the best tool for evaluating EI in the workplace. Here is a short explanation about the scale and the reasons we chose to use it (Taken from: Meisler & Vigoda-Gadot, 2014):         

Emotional Intelligence - We used the Wong and Law Emotional Intelligence Scale (WLEIS; Law et al., 2004; Wong and Law, 2002), to measure emotional intelligence. We chose to use this self-report scale for five main reasons. First, the WLEIS is consistent with Mayer and Salovey's definition of EI (Mayer and Salovey, 1997) and is based on the ability model presented by these scholars. Second, recent studies have tested and retested this scale in different cultures (Law et al., 2008; Law et al., 2004; Shi and Wang, 2007) and different ethnic and gender groups (Whitman et al., 2011), and established it as a solid measure with sound validity and reliability. Third, unlike other self-report EI scales that have been criticized for not being conceptually different from measures of personality, the WLEIS has been found to be distinct from the Big Five personality model (Law et al., 2004). Fourth, this parsimonious 16-item scale was specifically developed for use in organizations (Law et al., 2004; Wong and Law, 2002). Last, in a recent study (Law et al., 2008) the WLEIS was found to be a better predictor of objective job performance compared to the performance-based emotional intelligence test, MSCEIT (Mayer et al., 2000).         The scale consists of four dimensions: self emotion appraisal; others' emotion appraisal; regulation of emotion; and use of emotion. Sample items for this measure are: (1) "I have a good sense of why I have certain feelings most of the time"; (2) "I always know my friends' emotions from their behavior"; (3) "I always set goals for myself and then try my best to achieve them"; and (4) "I am able to control my temper so that I can handle difficulties rationally". The reliability of the scale was 0.88.You can find the scale in the following manuscripts: 

• Law, K.S., Wong, C.S. and Song, L.J. (2004). The construct and criterion validity of emotional intelligence and its potential utility for management studies. Journal of Applied Psychology, 89 (3), 483-496.
• Wong, C.S. and Law, K.S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13 (3), 243-274.

Best of luck with your research,

Galit

Thank you all, forgive my tardiness in responding.

Stephen