To carry research in emotional intelligence at the workplace onwards, we need to revisit some of the basic questions about emotional intelligence. In this keynote speech, we will discuss four basic questions. First, what is emotional intelligence? At the very early stage of emotional intelligence research, there is confusion about the definition and domain of the concept. For example, is it a trait, or is it an ability? This is an important question that emotional intelligence researchers need to have an answer or a position when they construct the nomological network of the concept. It also has important implications for the application of the concept to the workplace. Second, what is the role of emotional intelligence at the workplace? Is it a relevant concept for the field of management? For example, we need a basic theoretical framework to show that emotional intelligence is related to some important variables in the field of management. Otherwise, it may not fall into the discipline of management. Third, how can we measure emotional intelligence of employees? Some scholars think that self-reported method can only measure traits but not abilities? Is this really true? How can future research help in making the measurement scale more convincing? This may be one of the key challenges for this area. Fourth, is emotional intelligence trainable? We know that there is relatively little room for training adults to advance their General Mental Abilities (GMA or IQ). Is this also true for emotional intelligence? If it is not trainable, then we cannot develop training or development program to help employee improve their emotional intelligence. If it is trainable, how can we train employees to handle their emotions better when they are performing various job duties?