A contemporary look at the relationship between general cognitive ability and job performance.

IF 9.4 1区心理学 Q1 MANAGEMENT Journal of Applied Psychology Pub Date : 2024-05-01 Epub Date: 2023-12-07 DOI:10.1037/apl0001159

Paul R Sackett, Saron Demeke, Isaac M Bazian, Anne Marie Griebie, Reed Priest, Nathan R Kuncel

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Abstract

The relationship between general cognitive ability (GCA) and overall job performance has been a long-accepted fact in industrial and organizational psychology. However, the most prominent data on this relationship date back more than 50 years. This meta-analysis examines the relationship between GCA and overall job performance using studies from the current century. Results across 153 samples and a total sample size of 40,740 show a mean observed validity of .16, with a residual SD of .09. Correcting for unreliability in the criterion and correcting predictive studies for range restriction produces a mean corrected validity of .22 and a residual SD of .11. While this is a much smaller estimate than the .51 value offered by Schmidt and Hunter (1998), that value has been critiqued by Sackett et al. (2022), who offered a mean corrected validity of .31 based on integrating findings from prior meta-analyses of 20th century data. We obtain a lower value (.22) for 21st century data. We conclude that GCA is related to job performance, but our estimate of the magnitude of the relationship is lower than prior estimates. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

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对一般认知能力和工作表现关系的当代观察。

一般认知能力(GCA)与整体工作绩效之间的关系是工业心理学和组织心理学长期接受的事实。然而，关于这种关系的最突出的数据可以追溯到50多年前。本荟萃分析使用本世纪的研究来检验GCA与整体工作绩效之间的关系。153个样本和40740个总样本量的结果显示，平均观察效度为0.16，残差SD为0.09。校正标准中的不可靠性和校正范围限制的预测研究产生校正后的平均效度为0.22，残差SD为0.11。虽然这比Schmidt和Hunter(1998)给出的0.51的估计值要小得多，但Sackett等人(2022)对该值提出了批评，他们基于对20世纪数据的先前荟萃分析的综合发现，提出了0.31的平均校正效度。对于21世纪的数据，我们得到了一个较低的值(0.22)。我们得出结论，GCA与工作绩效有关，但我们对这种关系的估计程度低于先前的估计。(PsycInfo数据库记录(c) 2023 APA，版权所有)。

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来源期刊

Journal of Applied Psychology Multiple-

CiteScore

17.60

自引率

6.10%

发文量

175

期刊介绍： The Journal of Applied Psychology® focuses on publishing original investigations that contribute new knowledge and understanding to fields of applied psychology (excluding clinical and applied experimental or human factors, which are better suited for other APA journals). The journal primarily considers empirical and theoretical investigations that enhance understanding of cognitive, motivational, affective, and behavioral psychological phenomena in work and organizational settings. These phenomena can occur at individual, group, organizational, or cultural levels, and in various work settings such as business, education, training, health, service, government, or military institutions. The journal welcomes submissions from both public and private sector organizations, for-profit or nonprofit. It publishes several types of articles, including: 1.Rigorously conducted empirical investigations that expand conceptual understanding (original investigations or meta-analyses). 2.Theory development articles and integrative conceptual reviews that synthesize literature and generate new theories on psychological phenomena to stimulate novel research. 3.Rigorously conducted qualitative research on phenomena that are challenging to capture with quantitative methods or require inductive theory building.