The Role of General Cognitive Ability and Job Performance: Why There Cannot Be a Debate

@article{Schmidt2002TheRO,
  title={The Role of General Cognitive Ability and Job Performance: Why There Cannot Be a Debate},
  author={Frank L. Schmidt},
  journal={Human Performance},
  year={2002},
  volume={15},
  pages={187 - 210}
}
Given the overwhelming research evidence showing the strong link between general cognitive ability (GCA) and job performance, it is not logically possible for industrial -organizational (I/O) psychologists to have a serious debate over whether GCA is important for job performance. However, even if none of this evidence existed in I/O psychology, research findings in differential psychology on the nature and correlates of GCA provide a sufficient basis for the conclusion that GCA is strongly… Expand
Deviation from the balanced time perspective: A systematic review of empirical relationships with psychological variables
Abstract An increasing interest in the construct of time perspective (TP), describing dispositional tendencies to use, and overuse particular time horizons, is observed in psychological researchExpand
The Role of General and Specific Cognitive Abilities in Predicting Performance of Three Occupations: Evidence from Bifactor Models
TLDR
The role of cognitive abilities on the performance of three aviation-related jobs: flying, navigation, and air battle management (ABM) was assessed and related-factor and bifactor models were used to draw a conclusion about the predictive relations between cognitive abilities and job performance. Expand
Managing performance through employee attributes: implications for employee engagement
Purpose The purpose of this paper is to examine the connection between performance management and employee engagement. More specifically, the authors address shortcomings in prior literature whereExpand
Re-introducing Cognitive Complexity: A Meta-analysis and Agenda for Future Research
ABSTRACT Cognitive complexity represents the extent to which individuals cognitively structure and process their environment in a multidimensional manner. Despite over 60 years of research, gapsExpand
Human Capital 4.0: a workforce competence typology for Industry 4.0
The purpose of this paper is twofold: to raise and address an important change for the human capital in the future of Industry 4.0, and to propose a human-focused perspective for companies underneathExpand
Attrition and reenlistment in the Army: Using the Tailored Adaptive Personality Assessment System (TAPAS) to improve retention
ABSTRACT Attrition and reenlistment are critical outcomes that continually shape the Army’s workforce. However, relatively little is known about factors that reliably predict which Soldiers willExpand
Early predictors of successful military careers among West Point cadets
ABSTRACT The importance of leadership to organizational performance puts a premium on identifying future leaders. Early prediction of high-potential talent enables organizations to marshal scarceExpand
A Reference Human-centric Architecture Model: a skill-based approach for education of future workforce
TLDR
A human-centric model based on competences, age groups, and environment scenarios is presented to provide a novel approach that is holistic, inclusive, and flexible in better preparing the future workforce. Expand
...
1
2
...

References

SHOWING 1-10 OF 61 REFERENCES
Joint relation of experience and ability with job performance: Test of three hypotheses.
Data from four different jobs (TV = 1,474) were used to evaluate three hypotheses of the joint relation of job experience and general mental ability to job performance as measured by (a) work sampleExpand
Intelligence and job performance: Economic and social implications.
General mental ability (intelligence) is the dominant determinant of the large individual differences in work output on the job revealed by research, but highly visible individual differences inExpand
Why g matters: The complexity of everyday life
Personnel selection research provides much evidence that intelligence (g) is an important predictor of performance in training and on the job, especially in higher level work. This article providesExpand
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19Expand
A meta-analytic investigation of cognitive ability in employment interview evaluations: Moderating characteristics and implications for incremental validity.
The purpose of this investigation was to explore the extent to which employment interview evaluations reflect cognitive ability. A meta-analysis of 49 studies found a corrected mean correlation ofExpand
Cognitive ability, cognitive aptitudes, job knowledge, and job performance
Abstract This paper reviews the hundreds of studies showing that general cognitive ability predicts job performance in all jobs. The first section shows that general cognitive ability predictsExpand
Personnel selection.
This chapter reviews literature from approximately mid-1993 through early 1996 in the areas of performance and criteria, validity, statistical and equal opportunity issues, selection for work groups,Expand
The Problem of Group Differences in Ability Test Scores in Employment Selection
Abstract Group differences on employment tests of cognitive abilities often lead to lower job selection rates for blacks and some other minorities, such as Hispanics. These lower selection rates areExpand
Validity and Utility of Alternative Predictors of Job Performance
Meta-analysis of the cumulative research on various predictors of job performance shows that for entry-level jobs there is no predictor with validity equal to that of ability, which has a meanExpand
Longitudinal analysis of ability–job complexity fit and job change.
The study examines job mobility as a function of congruence between individuals' abilities and their job's complexity. The gravitational hypothesis (McCormick, DeNisi, & Staw, 1979; McCormick,Expand
...
1
2
3
4
5
...