Samenvatting
Problem 2 - Selection Summary 2.8 Performance At Work (FSWP2-080-A)
Problem 2 - Selection Summary 2.8 Performance At Work (FSWP2-080-A)
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Voorbeeld 2 van de 14 pagina's
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Problem 2 – SelectionSchmidt & Hunter, 2004 - General Mental Ability in the World of Work:
Occupational Attainment and Job Performance
Type of article: unstructured review
Theoretical background
• General mental ability (GMA) → C. Spearman (1904)
• GMA predicts both occupational level attained and performance within one’s chosen occupation
and does so better than any other ability, trait, or disposition and better than job experience
• Disconfirming specific aptitude theory → weighted combinations of specific aptitudes tailored
to individual jobs do not predict job performance better than GMA alone
• GMA is relatively stable over years
• GMA has a strong genetic basis (the correlation between genetics and GMA increases with age)
GMA and Attainment of Occupational Level
Cross-sectional studies
• People’s rankings/ratings of the occupational level or prestige of different occupations are very
reliable → correlations between mean ratings across studies are in the .95 to .98 range
regardless of the social class, occupation, age, or country of the raters
• These occupational level ratings correlate between .90 and .95 with average GMA scores of
people in the occupations
• Individual level correlations are smaller (around .65)
• Military data → increase in mean GMA scores as occupational level increases
• Upper end of the GMA range is quite similar across all occupations, whereas the lower end
increases with increasing occupational level
Longitudinal studies
• Important for showing whether GMA predicts later occupational attainment
• Those with higher GMA scores in 1980 moved up the hierarchy, whereas those with lower GMA
scores moved down in the hierarchy
• Job mobility was predicted by the congruence between individuals’ GMA scores (measured
several years earlier) and the objectively measured complexity of their jobs
o If their GMA exceeded the complexity level of their job, they were likely to move into a
higher complexity job
o If the complexity level of their job exceeded their GMA level, they were likely to move
down into a less complex job
• GMA predicted later income even with unusually thorough control for socioeconomic status
(SES) and other background variables
• Differences found even among siblings → earning more than $9,000 per year than his duller
sibling (IQ 120 vs 80)
, • Childhood GMA scores predicted adult occupational level with a correlation of .51 and predicted
adult income with a correlation of .53
Sub-conclusion:
• GMA predicts one’s ultimate attained job level, but it does not predict which occupation at that
level one will enter (depends on interests)
• This relationship is relatively strong (.50 and higher) – unusually high for psychology
GMA and Performance Within Occupations and Jobs
• Selection instrument most widely used - Wonderlic Personnel Test (10 min. to answer 50 free-
response items)
• Theory of situational specificity → GMA did predict job performance but only sporadically
o Validity of GMA for predicting job performance was highly situational
o It might predict for one job in one employment setting but fail to do so for what was
apparently the same job in another organization
o Meta-analysis disconfirmed this theory → GMA measures were predictive of job
performance for all jobs
• Validity for predicting performance on the job ranges from .58 for the highest complexity jobs
(professional, scientific, and upper management jobs) to .23 at the lowest complexity level
(feeding/ off-bearing jobs)
• GMA predicts performance on higher level jobs better that it does for lower-level jobs
Other Traits and Variables That Affect Job Performance
Specific Aptitudes and Specific Aptitude Theory
• Cognitive abilities that are narrower than GMA are called (specific) aptitudes
o E.g. verbal, spatial, numerical aptitude
• Specific aptitude theory → hypothesizes that performance on different jobs requires different
cognitive aptitudes and, therefore, regression equations computed for each job and
incorporating measures of several specific aptitudes will optimize the prediction of performance
on the job and in training
o Research disconfirmed this theory
o The GMA component appears to be
responsible for the prediction of job
and training performance, whereas the
factors specific to the aptitudes appear
to contribute little or nothing to
prediction
o Military research → hierarchical model
showing a single causal path from GMA
to performance and no paths from
specific aptitudes to performance
o There is no causal arrow from any of the aptitudes or subtests to training performance
o Training performance is determined only by GMA, with the standardized path
coefficient from GMA to performance being very large (.62)
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