Does IQ Really Predict Job Performance
Bibliographic Data
| ID | 15029307 |
|---|---|
| Authors | Ken Richardson (0000-0003-1271-5962, Independent researcher), Sarah Norgate (0000-0003-0716-2558, University of Salford), Sarah H Norgate (University of Salford) |
| Year | 2015 |
| Volume | 19 |
| Issue | 3 |
| Pages | 153-169 |
| Publication date | 2015-07-03 |
| Peer Reviewed | Yes |
| Open Access | No |
| Type | ARTICLE |
| Venue | Applied Developmental Science (JOURNAL) |
| Journal identifiers | ISSN: 1088-8691 • E-ISSN: 1532-480X |
| Publisher | Informa UK Limited (PUBLISHER • GB) |
| DOI | 10.1080/10888691.2014.983635 |
| PMID | 26405429 |
| OpenAlex | W1998184022 |
| Language | EN |
| Citations received | 5 |
| References cited | 78 |
IQ has played a prominent part in developmental and adult psychology for decades. In the absence of a clear theoretical model of internal cognitive functions, however, construct validity for IQ tests has always been difficult to establish. Test validity, therefore, has always been indirect, by correlating individual differences in test scores with what are assumed to be other criteria of intelligence. Job performance has, for several reasons, been one such criterion. Correlations of around 0.5 have been regularly cited as evidence of test validity, and as justification for the use of the tests in developmental studies, in educational and occupational selection and in research programs on sources of individual differences. Here, those correlations are examined together with the quality of the original data and the many corrections needed to arrive at them. It is concluded that considerable caution needs to be exercised in citing such correlations for test validation purposes
Cognition · Cognitive psychology · Construct validity · Criterion validity · Developmental psychology · External validity · Incremental validity · Intelligence quotient · Job performance · Job satisfaction · Personnel selection · Predictive validity · Psychometrics · Statistics · Test validity · Cognitive Abilities and Testing · Computer Science · Education, Achievement, and Giftedness · Mathematics · Psychology · Social Psychology
Intelligence and the Workplace
Inquiries into human faculty and its development.
Methods of Meta-Analysis
The Concept of Validity.
Development of a general solution to the problem of validity generalization.
Intelligence
Short-Term Music Training Enhances Verbal Intelligence and Executive Function
Economic Inequality Is Linked to Biased Self-Perception
The Effect of Physical Height on Workplace Success and Income
The Effects of Physical Attractiveness on Job‐related Outcomes
Anxiety, Processing Efficiency, and Cognitive Performance
Learning, Attentional Control, and Action Video Games
On the Interchangeability of Objective and Subjective Measures of Employee Performance
Why g matters
What one intelligence test measures
Self-Efficacy
What IQ Tests Test
Does IQ measure ability for complex cognition
Quantifying the effects of psychological interventions on employee job performance and work-force productivity
Some historical and scientific issues related to research on emotional intelligence
Intelligence
General Mental Ability in the World of Work
The validity and utility of selection methods in personnel psychology
Validity and utility of alternative predictors of job performance
Intelligence, personality, and interests
| Unique citing works | 5 |
|---|---|
| Citations per year | 0,63 |
| Citation span | 2018 - 2024 (7) |
| Citation velocity | recent |
| Highly cited | No |
| Citation types | Neutral: 5 |