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This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection.
Inmaculada Otero; Jesús F. Salgado; Silvia Moscoso. Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis. Frontiers in Psychology 2021, 12, 1 .
AMA StyleInmaculada Otero, Jesús F. Salgado, Silvia Moscoso. Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis. Frontiers in Psychology. 2021; 12 ():1.
Chicago/Turabian StyleInmaculada Otero; Jesús F. Salgado; Silvia Moscoso. 2021. "Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis." Frontiers in Psychology 12, no. : 1.
This research examines the convergent-discriminant and predictive validity of the Big Five personality dimensions assessed with two different formats of personality inventories: a single-stimulus (SS) and a quasi-ipsative forced-choice (FC). The relationship between both types of measures and intelligence (GMA) was also analyzed. The results showed that: (1) the SS and the quasi-ipsative FC measures present a high convergent-discriminant validity; (2) the Big Five personality dimensions, assessed with both questionnaires, and GMA are independent constructs; and (3) both types of personality measures have similar predictive validity for the three criteria examined (academic performance, training success, and interpersonal competence). As expected, conscientiousness was the best predictor of academic performance and training success. Extraversion was the best predictor of interpersonal competence. Finally, the theoretical and practical implications of these findings are discussed. Esta investigación examina la validez convergente y discriminante y la validez predictiva de los cinco grandes factores de personalidad evaluados con dos formatos diferentes de inventarios de personalidad: estímulo único (SS) y de elección forzosa quasiipsativo (EF). También se analizó la relación entre los dos tipos de medidas e inteligencia (GMA). Los resultados mostraron que: (1) las medidas SS y las medidas EF quasiipsativas presentan una alta validez convergente y discriminante, (2) los cinco grandes factores de personalidad, evaluados con ambos cuestionarios, y GMA son constructos independientes y (3) ambos tipos de medidas de personalidad tienen validez predictiva similar para los tres criterios examinados (desempeño académico, éxito en la formación y competencia interpersonal). Como se esperaba, el mejor predictor del desempeño académico y del éxito en la formación fue el factor responsabilidad. La extraversión fue el mejor predictor de la competencia interpersonal. Finalmente, se comentan las implicaciones teóricas y prácticas de estos resultados.
Inmaculada Otero; Dámaris Cuadrado; Alexandra Martínez. Convergent and Predictive Validity of the Big Five Factors Assessed with SingleStimulus and Quasi-Ipsative Questionnaires. Revista de Psicología del Trabajo y de las Organizaciones 2020, 36, 215 -222.
AMA StyleInmaculada Otero, Dámaris Cuadrado, Alexandra Martínez. Convergent and Predictive Validity of the Big Five Factors Assessed with SingleStimulus and Quasi-Ipsative Questionnaires. Revista de Psicología del Trabajo y de las Organizaciones. 2020; 36 (3):215-222.
Chicago/Turabian StyleInmaculada Otero; Dámaris Cuadrado; Alexandra Martínez. 2020. "Convergent and Predictive Validity of the Big Five Factors Assessed with SingleStimulus and Quasi-Ipsative Questionnaires." Revista de Psicología del Trabajo y de las Organizaciones 36, no. 3: 215-222.
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.
Jesús F. Salgado; Inmaculada Otero; Silvia Moscoso. Cognitive Reflection and General Mental Ability as Predictors of Job Performance. Sustainability 2019, 11, 6498 .
AMA StyleJesús F. Salgado, Inmaculada Otero, Silvia Moscoso. Cognitive Reflection and General Mental Ability as Predictors of Job Performance. Sustainability. 2019; 11 (22):6498.
Chicago/Turabian StyleJesús F. Salgado; Inmaculada Otero; Silvia Moscoso. 2019. "Cognitive Reflection and General Mental Ability as Predictors of Job Performance." Sustainability 11, no. 22: 6498.