Interviewee Selection Test and Evaluator Assessments of General Mental Ability, Emotional Intelligence and Extraversion: Relationships with Structured Behavioral and Situational Interview Performance

Purpose: To explore the differences between top and middle managers’ selection profiles. To that end, we assessed three important criteria: analytical intelligence, emotional intelligence, and personality. Methodology: The study compared two groups of managers (N=383): top managers (N=98) and middle managers (N=285). To measure the three factors, we used reliable, validated tools. Using discriminant analysis, we defined the strongest differentiating factors of the two groups. Results: Significant differences were obtained in the areas of the three factors, i.e. in general mental ability, some aspects of the personality dimension, and some facets of emotional intelligence. Discriminant analysis showed that facets of emotional intelligence most strongly differentiate the two groups. Implications: We describe and explain the typical profiles of top and middle managers with the three factors. Originality/value: These results are useful in the selection and development process of the organizatio

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Emotional Intelligence, Personality and General Mental Ability in teacher student selection: An Examination of Predictive Validity and Overlap

Personality and Individual Differences ◽

10.1016/j.paid.2016.05.195 ◽

2016 ◽

Vol 101 ◽

pp. 491

Author(s):

C. Koschmieder ◽

J. Pretsch ◽

A. Neubauer

Keyword(s):

Emotional Intelligence ◽

Predictive Validity ◽

Mental Ability ◽

Student Selection ◽

General Mental Ability ◽

Teacher Student

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What matters more for entrepreneurship success? A meta‐analysis comparing general mental ability and emotional intelligence in entrepreneurial settings

Strategic Entrepreneurship Journal ◽

10.1002/sej.1377 ◽

2020 ◽

Author(s):

Jared S. Allen ◽

Regan M. Stevenson ◽

Ernest H. O'Boyle ◽

Scott Seibert

Keyword(s):

Emotional Intelligence ◽

Meta Analysis ◽

Mental Ability ◽

General Mental Ability ◽

What Matters

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Wisdom and narcissism as predictors of transformational leadership

Leadership & Organization Development Journal ◽

10.1108/lodj-07-2012-0092 ◽

2014 ◽

Vol 35 (4) ◽

pp. 335-358 ◽

Cited By ~ 15

Author(s):

Claire E. Greaves ◽

Hannes Zacher ◽

Bernard McKenna ◽

David Rooney

Keyword(s):

Emotional Intelligence ◽

Transformational Leadership ◽

Procedural Knowledge ◽

Leadership Behavior ◽

Hierarchical Regression ◽

Factual Knowledge ◽

Mental Ability ◽

Cross Sectional ◽

Content Type ◽

General Mental Ability

Purpose – Although leadership and organizational scholars have suggested that the virtue of wisdom may promote outstanding leadership behavior, this proposition has rarely been empirically tested. The purpose of this paper is to investigate the relationships between transformational leadership, narcissism, and five dimensions of wisdom as conceptualized by the well-established Berlin wisdom paradigm. General mental ability and emotional intelligence were considered relevant control variables. Design/methodology/approach – Interview, test, and questionnaire data were obtained from 77 employees of a high school and from two or three colleagues of each employee. Data were analyzed using hierarchical regression analyses. Findings – After controlling for general mental ability and emotional intelligence, narcissism and the wisdom dimension relativism of values and life priorities were negatively related to transformational leadership, and the wisdom dimension recognition and management of uncertainty was positively related to transformational leadership. The other three wisdom dimensions, rich factual knowledge about life, rich procedural knowledge about life, and lifespan contextualism, were not significantly related to transformational leadership. Research limitations/implications – Limitations to be addressed in future studies include the cross-sectional design and the relatively small and specialized sample. Practical implications – Tentative implications for leadership training and development are outlined. Originality/value – This multi-method and multi-source study represents the first empirical investigation that examines links between well-established wisdom and leadership constructs in the work context.

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The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000110 ◽

2014 ◽

Vol 13 (3) ◽

pp. 123-133 ◽

Cited By ~ 11

Author(s):

Wiebke Goertz ◽

Ute R. Hülsheger ◽

Günter W. Maier

Keyword(s):

Cognitive Abilities ◽

Personnel Selection ◽

Meta Analysis ◽

Mental Ability ◽

Occupational Category ◽

General Mental Ability ◽

Training Success ◽

Specific Cognitive Abilities ◽

Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

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Is Retest Bias Biased?

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000149 ◽

2016 ◽

Vol 15 (2) ◽

pp. 45-54 ◽

Cited By ~ 4

Author(s):

Jason G. Randall ◽

Anton J. Villado ◽

Christina U. Zimmer

Keyword(s):

Sex Differences ◽

Emotional Stability ◽

Adverse Impact ◽

Mental Ability ◽

Ability Test ◽

General Mental Ability ◽

Psychological Mechanisms

Abstract. The purpose of this study was to test for race and sex differences in general mental ability (GMA) retest performance and to identify the psychological mechanisms underlying these differences. An initial and retest administration of a GMA assessment separated by a six-week span was completed by 318 participants. Contrary to our predictions, we found that race, sex, and emotional stability failed to moderate GMA retest performance. However, GMA assessed via another ability test and conscientiousness both partially explained retest performance. Additionally, we found that retesting may reduce adverse impact ratios by lowering the hiring threshold. Ultimately, our findings reinforce the need for organizations to consider race, sex, ability, and personality when implementing retesting procedures.

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Emotion information processing as a new component of emotional intelligence: Theoretical framework and empirical evidence

European Journal of Personality ◽

10.1177/08902070211007672 ◽

2021 ◽

pp. 089020702110076

Author(s):

Marina Fiori ◽

Shagini Udayar ◽

Ashley Vesely Maillefer

Keyword(s):

Emotional Intelligence ◽

Information Processing ◽

Incremental Validity ◽

Stressful Situation ◽

Factorial Structure ◽

Ability Emotional Intelligence ◽

Processing Component ◽

Overall Performance ◽

The Relationship

The relationship between emotional intelligence (EI) and emotion information processing (EIP) has received surprisingly little attention in the literature. The present research addresses these gaps in the literature by introducing a conceptualization of emotional intelligence as composed of two distinct components: (1) EIK or emotion Knowledge component, captured by current ability emotional intelligence tests, related to top-down, higher order reasoning about emotions, and which depends more strongly on acquired and culture-bound knowledge about emotions; (2) EIP or emotion information Processing component, measured with emotion information processing tasks, requires faster processing and is based on bottom-up attention-related responses to emotion information. In Study 1 ( N = 349) we tested the factorial structure of this new EIP component within the nomological network of intelligence and current ability emotional intelligence. In Study 2 ( N =111) we tested the incremental validity of EIP in predicting both overall performance and the charisma of a presenter while presenting in a stressful situation. Results support the importance of acknowledging the role of emotion information processing in the emotional intelligence literature and point to the utility of introducing a new EI measure that would capture stable individual differences in how individuals process emotion information.

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Investigating the Structure of Intelligence Using Latent Variable and Psychometric Network Modeling: A Commentary and Reanalysis

Journal of Intelligence ◽

10.3390/jintelligence9010008 ◽

2021 ◽

Vol 9 (1) ◽

pp. 8

Author(s):

Christopher J. Schmank ◽

Sara Anne Goring ◽

Kristof Kovacs ◽

Andrew R. A. Conway

Keyword(s):

Cognitive Processes ◽

Latent Variable ◽

Network Modeling ◽

Network Models ◽

Mental Ability ◽

Variable Model ◽

General Mental Ability ◽

Theories Of Intelligence ◽

Psychological Theories ◽

Model Preference

In a recent publication in the Journal of Intelligence, Dennis McFarland mischaracterized previous research using latent variable and psychometric network modeling to investigate the structure of intelligence. Misconceptions presented by McFarland are identified and discussed. We reiterate and clarify the goal of our previous research on network models, which is to improve compatibility between psychological theories and statistical models of intelligence. WAIS-IV data provided by McFarland were reanalyzed using latent variable and psychometric network modeling. The results are consistent with our previous study and show that a latent variable model and a network model both provide an adequate fit to the WAIS-IV. We therefore argue that model preference should be determined by theory compatibility. Theories of intelligence that posit a general mental ability (general intelligence) are compatible with latent variable models. More recent approaches, such as mutualism and process overlap theory, reject the notion of general mental ability and are therefore more compatible with network models, which depict the structure of intelligence as an interconnected network of cognitive processes sampled by a battery of tests. We emphasize the importance of compatibility between theories and models in scientific research on intelligence.

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Quick Word Test Validity with Adults

Psychological Reports ◽

10.2466/pr0.1967.20.2.488 ◽

1967 ◽

Vol 20 (2) ◽

pp. 488-490 ◽

Cited By ~ 5

Author(s):

Arden Grotelueschen ◽

Thomas J. Lyons

Keyword(s):

Test Validity ◽

Mental Ability ◽

Valid Measure ◽

General Mental Ability ◽

Word Test ◽

Iq Scores

Quick Word Test (QWT) total and part scores for 178 adults were correlated with WAIS IQ scores. Pearson rs of .77 and .74 were found between total QWT scores and WAIS verbal and total IQ scores, respectively. Data indicate that the QWT appears to be a valid measure of general mental ability.

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