Download Category: Cognitive Ability

Cognitive ability predicts objectively measured counterproductive work behaviors

Dilchert, S., Ones, D. S., Davis, R. D., & Rostow, C. D.
Journal of Applied Psychology, 92, 616-627.
(2007)

Over the past 2 decades, increasing attention has been directed at the relationship between individual differences and counterproductive work behaviors (CWB). However, most of this research has focused on personality variables as potential predictors of CWB; surprisingly little research has investigated the link between counterproductivity and cognitive ability. This study presents the first focal investigation of the cognitive ability-CWB relationship. The authors measured organizational and interpersonal CWB using organizational records of formally recorded incidents (e.g., destruction of property, physical violence). In a predictive study, for a large sample of law enforcement job applicants, a standardized psychometric test of cognitive ability predicted CWB, whereas educational attainment did not.

Emotional intelligence

Van Rooy, D. L., Viswesvaran, C., Dilchert, S., & Ones, D. S.
In J. H. Greenhaus & G. A. Callanan (Eds.),
Encyclopedia of career development (vol. 1, pp. 259-265).
Thousand Oaks, CA: Sage.
(2006)

Emotional intelligence (EI) is a concept that has caught the attention of researchers, practitioners, and the general public over the last decade. The idea that career development involves not only a cognitive but also an affective component has been promoted in recent years. Popular books discuss the importance of EI for success in academic and occupational settings, as well as how it determines success in current jobs, promotions, and other important life outcomes. Claims abound that successful negotiation of relationships in a career depends on the perceptions and management of emotions in oneself and others. This entry covers three areas associated EI. First, there is a review of the competing conceptualizations (and associated measurements) of EI. Second, there is an overview of empirical studies that attempt to link EI to successful career development. Finally, there is an identification of some critical future research needs and potential applications.

Multiplying intelligences: Are general, emotional, and practical intelligences equal?

Van Rooy, D. L., Dilchert, S., Viswesvaran, C., & Ones, D. S.
In K. R. Murphy (Ed.), A critique of emotional intelligence:
What are the problems and how can they be fixed? (pp. 235-262).
Mahwah, NJ: Lawrence Erlbaum Associates.

A wide range of measures have been used to help make decisions in personnel selection, and an extensive research base exists on the criterion-related validity of these measures. Across different jobs, general mental ability (GMA) has been found to be the best predictor of overall performance and task performance. Even if organizations value additional criteria, the prediction of task performance is central to personnel selection. In a fast-changing competitive environment, organizations will generally strive to select individuals high on intelligence in an attempt to maximize performance. On the downside, selecting individuals based on GMA often results in adverse impact for minority groups and can lead to costly litigation for organizations in the United States. Furthermore, there is the competing demand for a diverse workforce as an advantage in a multicultural society and global economy. These two conflicting demands (the need to hire individuals high on general cognitive ability and to obtain a diverse workforce) have contributed to interest in the development of measures of alternate or multiple intelligences. In this chapter, we discuss the three intelligences that have received the most attention in the personnel selection arena. The “Big 3” intelligences consist of general, emotional, and practical intelligence. In this chapter, we provide an overview of each of these and discuss the main merits of each. We conclude by relating the three intelligences together and discuss if there is a “best” intelligence to rely on in personnel selection.

Cognitive ability in personnel selection decisions

Ones, D. S., Viswesvaran, C., & Dilchert, S.
In A. Evers, O. Voskuijl, & N. Anderson (Eds.),
Handbook of personnel selection (pp. 143-173).
Oxford, UK: Blackwell.
(2005)

Our main objective in this chapter is to provide an overview of the vast literature on CA tests in selection contexts. We first discuss the unique status of CA in selection, and clarify its psychometric and psychological meaning. We then review information on the prevalence of CA test use in personnel selection from around the world. We also discuss acceptability of ability testing and applicant reactions. Next, we review the evidence supporting the use of CA tests for selection by summarizing results from meta-analyses examining their criterion-related validity in occupational settings, across national boundaries. The overwhelming evidence suggests that CA tests are predictive of job performance across jobs and cultures. Given this conclusion, we explore the causal mechanisms through which CA comes to influence job performance. Next, we briefly note research on race, ethnic group, gender, and age differences on CA tests and their implications for adverse impact. We conclude our chapter with a discussion of current and new directions for research on CA, including the assessment of CA using various selection methods such as interviews, assessment centers, situational judgment tests (SJTs), and newly proposed intelligences (such as practical intelligence, emotional intelligence, etc.).

Emotional intelligence: New! Useful?

Dilchert, S., Ones, D. S., Van Rooy, D. L., & Viswesvaran, C.
In F. Avallone, H. K. Sinangil, & A. Caetano (Eds.),
Convivence in organizations and society (pp. 161-168).
Milan, Italy: Guerini Studio.
(2005)

Emotional intelligence (EI) has dramatically gained in popularity over the last ten years. In recent years, the construct bas seen increased numbers of applications in diverse domains (Matthews, Zeidner, & Roberts, 2002) and has been touted as an essential ingredient for success in school, higher education, and the workplace (see, for example, Gibbs, 1995; Goleman. 1995). claims have been made that EI is an essential ingredient for successful relationships in all walks of life. Several recent works (see Murphy, in press; Van Rooy, Dilchert. Viswesvaran, & Ones, in press; Van Rooy & Viswesvaran, 2004) have evaluated the numerous claims regarding the utility of EI in applied contexts. The aim of this paper is to revisit validity and measurement issues, but to outline different conceptualizations of EI, and sketch its role in navigating through relationships in organizational contexts. The paper is organized into two main sections. In the first section, we review the different conceptualizations of the construct found in the scientific literature and summarize the differences between them. In the second section, we discuss potential process mechanisms through which EI relates to interpersonal behaviors in organizations.

A review of the Emotional Judgment Inventory

Ones, D. S., & Dilchert, S.
In R. A. Spies & B. S. Plake (Eds.),
Mental measurements yearbook (16th ed., pp. 356-359). Lincoln, NE: University of Nebraska Press.
(2005)

The Emotional Judgment Inventory (EJI) is a self-report measure, assessing seven dimensions of emotional intelligence. The test is based on the definition of emotional intelligence from Salovey and Mayer (1990) as “the ability to appraise one’s own and others’ emotions, manage one’s own and others’ emotions, and use one’s emotions intelligently and adaptively in problem solving” (manual, p. 1). Seven EJl scales assess (a) being aware of emotions, (b) identifying own emotions, (c) identifying others’ emotions, (d) managing own emotions, (e) managing others’ emotions, (f) using emotions in problem solving, and (g) expressing emotions adaptively…

Cognitive ability in selection decisions

Ones, D. S., Viswesvaran, C., & Dilchert, S. (2005)
In O. Wilhelm & R. W. Engle (Eds.),
Handbook of understanding and measuring intelligence (pp. 431-468).
Thousand Oaks, CA: Sage.
(2040)

In this chapter, our objective is to summarize the evidence supporting the use of cognitive ability tests for personnel selection and for university admissions. We first provide an overview of results from meta-analyses examining the criterion-related validity of cognitive ability tests in multiple educational and occupational settings, across national boundaries. The overwhelming evidence suggests that cognitive ability tests are predictive of important criteria across jobs and cultures. Given this evidence, we then explore why these tests are valid. In doing so, we discuss the different theoretical causal process mechanisms proposed and tested to explain how and why cognitive ability tests come to predict important behaviors and outcomes in educational and work settings. We also discuss controversial issues around cognitive ability testing in selection settings: (a) predictive value of general mental ability versus specific abilities and (b) gender and ethnic group differences on cognitive ability measures and implications for adverse impact. We conclude with a discussion of individual and societal implications of using cognitive ability test scores for making important selection decisions in applied settings.

Using cognitive ability in personnel selection: Implications for diversity in organizations

Viswesvaran, C., Ones, D. S., & Dilchert, S.
In F. Avallone, H. K. Sinangil, & A. Caetano (Eds.),
Identity and diversity in organizations (pp. 185-191).
Milan, Italy: Guerini Studio.
(2003)

Cognitive ability is a powerful predictor in personnel selection. It has been repeatedly shown to have strong criterion related validity for job performance across situations, jobs, organizations and settings. However, there are large mean differences in cognitive ability across racial groups. In this paper, we review findings, clarify some terms, and discuss the implications of these group differences for organizational diversity composition. We conclude with a discussion of alternatives proposed to address these issues.