Competence Versus Performance Models of People and Tests

A Commentary on Richardson and Norgate

Bibliographic Data

ID15029006
AuthorsRobert J Sternberg (0000-0001-7191-5169, Cornell University, corresponding author)
Year2015
Volume19
Issue3
Pages170-175
Publication date2015-07-03
Peer ReviewedYes
Open AccessNo
TypeARTICLE
VenueApplied Developmental Science (JOURNAL)
Journal identifiersISSN: 1088-8691 • E-ISSN: 1532-480X
PublisherInforma UK Limited (PUBLISHER • GB)
DOI10.1080/10888691.2015.1008920
OpenAlexW2198223926
LanguageEN
References cited32

Corrections are sometimes applied to correlations between IQ and job performance (or other criteria) in order to determine the true correlation between these two measures. However, there is no one true correlation between IQ and job performance. The level of correlation depends on many factors and varies across time and place. Moreover, IQ tests and job criteria measure different things for different people, depending on the people's cultural and socioeconomic backgrounds. In this commentary, I laud Richardson and Norgate (this issue) for their recognition of the complexities of issues relating IQ to job performance. I further point out that although the tendency of some investigators is to suggest factors that should increase the correlation between IQ and job performance, one just as easily could suggest factors that should decrease the correlation

Cognition · Competence (human resources · Correlation · Developmental psychology · Intelligence quotient · Job performance · Job satisfaction · Socioeconomic status · Sociology · Cognitive Abilities and Testing · Cultural Differences and Values · Demography · Emotional Intelligence and Performance · Mathematics · Psychology · Social Psychology

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