Using General Mental Ability and Personality Traits to Predict Job Performance in Three Chilean Organizations

2014 ◽  
Vol 22 (4) ◽  
pp. 432-438 ◽  
Author(s):  
Eduardo Barros ◽  
Edgar E. Kausel ◽  
Felipe Cuadra ◽  
Daniel A. Díaz
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Mental Ability ◽  
General Mental Ability

scholarly journals Incremental Validity of Character Strengths as Predictors of Job Performance Beyond General Mental Ability and the Big Five

2021 ◽  
Vol 12 ◽  
Author(s):  
Claudia Harzer ◽  
Natalia Bezuglova ◽  
Marco Weber
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Character Strengths ◽  
Incremental Validity ◽  
Work Behavior ◽  
Mental Ability ◽  
Web Based ◽  
General Mental Ability ◽  
Explained Variance

Over the last decades, various predictors have proven relevant for job performance [e.g., general mental ability (GMA), broad personality traits, such as the Big Five]. However, prediction of job performance is far from perfect, and further potentially relevant predictors need to be investigated. Narrower personality traits, such as individuals' character strengths, have emerged as meaningfully related to different aspects of job performance. However, it is still unclear whether character strengths can explain additional variance in job performance over and above already known powerful predictors. Consequently, the present study aimed at (1) examining the incremental validity of character strengths as predictors of job performance beyond GMA and/or the Big Five traits and (2) identifying the most important predictors of job performance out of the 24 character strengths, GMA, and the Big Five. Job performance was operationalized with multidimensional measures of both productive and counterproductive work behavior. A sample of 169 employees from different occupations completed web-based self-assessments on character strengths, GMA, and the Big Five. Additionally, the employees' supervisors provided web-based ratings of their job performance. Results showed that character strengths incrementally predicted job performance beyond GMA, the Big Five, or GMA plus the Big Five; explained variance increased up to 54.8, 43.1, and 38.4%, respectively, depending on the dimension of job performance. Exploratory relative weight analyses revealed that for each of the dimensions of job performance, at least one character strength explained a numerically higher amount of variance than GMA and the Big Five, except for individual task proactivity, where GMA exhibited the numerically highest amount of explained variance. The present study shows that character strengths are relevant predictors of job performance in addition to GMA and other conceptualizations of personality (i.e., the Big Five). This also highlights the role of socio-emotional skills, such as character strengths, for the understanding of performance outcomes above and beyond cognitive ability.

A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence

2011 ◽  
Vol 6 (6) ◽  
pp. 560-573 ◽  
Author(s):  
Frank L. Schmidt
Keyword(s):  
Sex Differences ◽  
Job Performance ◽  
Large Data ◽  
Future Research ◽  
Mental Ability ◽  
Supporting Evidence ◽  
Data Set ◽  
Aptitude Tests ◽  
General Mental Ability ◽  
Technical Aptitude

In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question.

General Mental Ability and Job Stress jointly moderate the Job Tenure-Job Performance Relationship

2015 ◽  
Vol 2015 (1) ◽  
pp. 10088
Author(s):  
Andreas Wihler ◽  
James A. Meurs ◽  
Jochen Kramer ◽  
Gerhard Blickle
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Mental Ability ◽  
Job Tenure ◽  
General Mental Ability

Incremental Validity of Personality Measures in Predicting Underwater Performance and Adaptation

2015 ◽  
Vol 18 ◽  
Author(s):  
Joaquín Colodro ◽  
Enrique J. Garcés-de-los-Fayos ◽  
Juan J. López-García ◽  
Lucía Colodro-Conde
Keyword(s):  
Personality Traits ◽  
Psychological Intervention ◽  
Scuba Diving ◽  
Incremental Validity ◽  
Mental Ability ◽  
Discrimination Power ◽  
Effective Response ◽  
General Mental Ability ◽  
Underwater Environment ◽  
Image Position

AbstractIntelligence and personality traits are currently considered effective predictors of human behavior and job performance. However, there are few studies about their relevance in the underwater environment. Data from a sample of military personnel performing scuba diving courses were analyzed with regression techniques, testing the contribution of individual differences and ascertaining the incremental validity of the personality in an environment with extreme psychophysical demands. The results confirmed the incremental validity of personality traits (ΔR2 = .20, f2 = .25) over the predictive contribution of general mental ability (ΔR2 = .07, f2 = .08) in divers’ performance. Moreover, personality ($R_L^2$ = .34) also showed a higher validity to predict underwater adaptation than general mental ability ($R_L^2$ = .09). The ROC curve indicated 86% of the maximum possible discrimination power for the prediction of underwater adaptation, AUC = .86, p < .001, 95% CI (.82–.90). These findings confirm the shift and reversal of incremental validity of dispositional traits in the underwater environment and the relevance of personality traits as predictors of an effective response to the changing circumstances of military scuba diving. They also may improve the understanding of the behavioral effects and psychophysiological complications of diving and can also provide guidance for psychological intervention and prevention of risk in this extreme environment.

scholarly journals Cognitive Reflection and General Mental Ability as Predictors of Job Performance

2019 ◽  
Vol 11 (22) ◽  
pp. 6498 ◽  
Author(s):  
Salgado ◽  
Otero ◽  
Moscoso
Keyword(s):  
Job Performance ◽  
Academic Outcomes ◽  
Theory And Practice ◽  
Mental Ability ◽  
Organizational Sustainability ◽  
Regression Analyses ◽  
General Mental Ability ◽  
Cognitive Reflection ◽  
Predicting Performance ◽  
Valid Predictor

This paper presents a study with four independent samples on the validity of cognitive reflection (CR) for predicting job performance and academic outcomes. The results showed that CR was a valid predictor of academic outcomes (i.e., grades and exam marks) and job performance (i.e., assessment center ratings). The magnitude of the CR validity was similar to the validity of GMA. Moreover, we found that CR and GMA were moderately correlated, and multiple regression analyses showed that CR added a small amount of validity over GMA validity for predicting both types of performance. Finally, we discuss the implications of the findings for the theory and practice of predicting performance and organizational sustainability.

Interaction of social skill and general mental ability on job performance and salary.

2001 ◽  
Vol 86 (6) ◽  
pp. 1075-1082 ◽  
Author(s):  
Gerald R. Ferris ◽  
L. A. Witt ◽  
Wayne A. Hochwarter
Keyword(s):  
Job Performance ◽  
Social Skill ◽  
Mental Ability ◽  
General Mental Ability

Authenticity matters more than intelligence and personality in predicting metacognition

2015 ◽  
Vol 47 (7) ◽  
pp. 363-371 ◽  
Author(s):  
Dan S. Chiaburu ◽  
Inchul Cho ◽  
Richard Gardner
Keyword(s):  
Personality Traits ◽  
Individual Difference ◽  
Design Methodology ◽  
Factor Model ◽  
Five Factor Model ◽  
Mental Ability ◽  
Content Type ◽  
General Mental Ability ◽  
Academic Settings ◽  
Ffm Personality Traits

Purpose – Metacognition – or learning how to learn – is an important competence in business and academic settings. The purpose of this paper is to examine individual difference predictors of metacognition, including two traditional (general mental ability (GMA), five-factor model (FFM) personality traits) ones, and a novel one, individual authenticity. Design/methodology/approach – Volunteers (n=243) were asked to rate the extent to which they agreed with the respective statements on a seven-point Likert-type scale for GMA, FFM personality traits, and authenticity measures. Data were collected at different points in time to introduce psychological separation among the study measures. Findings – The authors found that while metacognition is not predicted by GMA, it is positively predicted by two of the five-factor model personality traits, conscientiousness, and extraversion. More importantly, the authors examined that individuals’ authenticity – in the form of (low) self-alienation – will enhance metacognition, over-and-above the previously mentioned predictors. Originality/value – The authors attempt to broaden the understanding of authenticity and its relationship with another important outcome construct, metacognition along with GMA and personality traits, in academic settings.

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