Department of Psychology, Michigan State University.
School of Psychology, Georgia Institute of Technology.
J Appl Psychol. 2024 Mar;109(3):437-455. doi: 10.1037/apl0001150. Epub 2023 Oct 16.
Decades of research in industrial-organizational psychology have established that measures of general cognitive ability () consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project ( = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of . We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).
几十年来，工业组织心理学的研究已经证实，一般认知能力的衡量标准在统计学和实践上都能显著预测工作特定绩效，而且在不同工作中都具有一致性。但是，在不同的工作经验水平下，这种有效性是否稳定呢？本研究使用联合服务工作绩效测量/入伍标准项目（n=10088）中的 31 种不同军事职业的历史大规模数据来解决这个问题。在所有工作中，我们的元分析结果发现，在预测特定工作绩效时，武装部队资格测试分数（数学和语言分数的综合）与服役时间之间几乎没有交互作用。这一发现支持了一般认知能力衡量标准预测特定工作绩效的有效性，即使在工作经验增加的情况下也是如此，而且没有证据表明其有效性会降低。我们讨论了这些发现的理论和实践意义，以及人员选拔研究和实践的方向。
