行政管理者很重要的一项功能是沟通、协调功能，岗位职责对他们情绪智力的要求更高，选拔情绪智力高的人才，或者培养训练行政管理人员的情绪智力也显得非常重要。本研究采用改编自Wong 和 Law（2002）的情绪智力问卷以及谢金山（2001）和姚丽霞（2002）工作绩效的问卷，采取整群随机抽样对103名行政管理人员情绪智力和工作绩效的特点，以及二者的关系进行了系统的研究，得出以下研究结论： 行政管理人员情绪智力和工作绩效的总体水平较高，均大于平均水平。具体地，就情绪智力而言，自我情绪评估得分最高，其次是情绪调节，然后是他人情绪评估和情绪运用；就工作绩效而言，行政管理人员的任务绩效水平高于关系绩效水平。不同性别行政管理人员的情绪智力和工作绩效均不存在显著差异。这亦即，男性和女性行政管理者的自我情绪评估能力、情绪运用和调节能力、他人情绪评估能力，以及任务绩效和关系绩效都没有显著差异。行政管理人员情绪智力和工作绩效在年龄、教育水平、职级和管理经验上存在显著差异。 管理经验对任务绩效具有较强的预测作用；情绪运用对工作绩效具有强的预测作用，情绪调节、他人情绪评估对工作绩效的预测作用较弱，而自我情绪评估则对工作绩效不具预测作用。

The main task of Administrator is communicate which highlight the emotional intelligent, high emotional intelligence personnel’ selection and training are also very important. The present paper examined 103 administration managers, studied the factors influencing administration managers’ emotional intelligence and job performance, explored the relationship between the above two structure. All the subjects completed the Wong和Law（2002）’ adapted emotional intelligence test(WLEIS) and composed job performance Questionnaire which use Jin Shan Xie’ task performance test and Li Xia Yao’ contextual performance test. The following results were obtained: Significant differences were found among different emotional intelligence and job performance. With emotional intelligence, Self-emotion Appraisal got the highest score; Use of Emotion got the lowest score. With job performance, task performance got the higher score than contextual performance. No significant differences were found between sex, that is, women and men’s emotional intelligence and job performance are equal. There were significant differences were found among age, education levels, job position, and management experience. Multiple linear regression found, among all the variables, management experience had low effect on task performance, and no effect on emotional intelligence and job performance’s other dimensions. Moreover, Use of Emotion had high effect on task performance and contextual performance, Regulation of Emotion and Others’ emotion Appraisal’s effect were poor, but Self-emotion Appraisal had no effect on job performance.