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Does IQ Really Predict Job Performance?

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Title: Does IQ Really Predict Job Performance?
Authors: Richardson, Ken (AUTHOR), Norgate, Sarah H. (AUTHOR)
Source: Applied Developmental Science. 2015, Vol. 19 Issue 3, p153-169. 17p. 1 Chart.
Subjects: Job performance, Intelligence levels, Cognitive Abilities Test, Individual differences -- Social aspects, Test validity
Abstract: 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. [ABSTRACT FROM AUTHOR]
Copyright of Applied Developmental Science is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: Does IQ Really Predict Job Performance?
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  Data: <searchLink fieldCode="AR" term="%22Richardson%2C+Ken%22">Richardson, Ken</searchLink> (AUTHOR)<br /><searchLink fieldCode="AR" term="%22Norgate%2C+Sarah+H%2E%22">Norgate, Sarah H.</searchLink> (AUTHOR)
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  Data: <searchLink fieldCode="JN" term="%22Applied+Developmental+Science%22">Applied Developmental Science</searchLink>. 2015, Vol. 19 Issue 3, p153-169. 17p. 1 Chart.
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  Data: <searchLink fieldCode="DE" term="%22Job+performance%22">Job performance</searchLink><br /><searchLink fieldCode="DE" term="%22Intelligence+levels%22">Intelligence levels</searchLink><br /><searchLink fieldCode="DE" term="%22Cognitive+Abilities+Test%22">Cognitive Abilities Test</searchLink><br /><searchLink fieldCode="DE" term="%22Individual+differences+--+Social+aspects%22">Individual differences -- Social aspects</searchLink><br /><searchLink fieldCode="DE" term="%22Test+validity%22">Test validity</searchLink>
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  Data: 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. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Applied Developmental Science is the property of Taylor & Francis Ltd and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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RecordInfo BibRecord:
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    Identifiers:
      – Type: doi
        Value: 10.1080/10888691.2014.983635
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      – Code: eng
        Text: English
    PhysicalDescription:
      Pagination:
        PageCount: 17
        StartPage: 153
    Subjects:
      – SubjectFull: Job performance
        Type: general
      – SubjectFull: Intelligence levels
        Type: general
      – SubjectFull: Cognitive Abilities Test
        Type: general
      – SubjectFull: Individual differences -- Social aspects
        Type: general
      – SubjectFull: Test validity
        Type: general
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      – TitleFull: Does IQ Really Predict Job Performance?
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            NameFull: Richardson, Ken
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            NameFull: Norgate, Sarah H.
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              M: 07
              Text: 2015
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            – TitleFull: Applied Developmental Science
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