Interaction of social skill and general mental ability on job performance and salary.

Job and organizational changes have promoted the importance of social skill at work, yet research in this area has been limited. The authors investigated the interaction between social skill and general mental ability (GMA) in the explanation of job performance and salary, controlling for personality and demographic characteristics. The results indicated that the relationships between social skill and job performance were stronger among workers high than low in GMA. In a similar manner. the relationships between GMA and job performance were stronger among workers high than low in social skill. The interaction on salary indicated that increases in social skill (or GMA) for high-GMA (or social skill) individuals were associated with higher salary levels. It is interesting, however, that increases in social skill (or GMA) for those low in GMA (or social skill) contributed to lower salaries. Implications of these results and directions for future research are discussed.     

General mental ability in the world of work: occupational attainment and job performance

The psychological construct of general mental ability (GMA), introduced by C. Spearman (1904) nearly 100 years ago, has enjoyed a resurgence of interest and attention in recent decades. This article presents the research evidence that GMA predicts both occupational level attained and performance within one's chosen occupation and does so better than any other ability, trait, or disposition and better than job experience. The sizes of these relationships with GMA are also larger than most found in psychological research. Evidence is presented that weighted combinations of specific aptitudes tailored to individual jobs do not predict job performance better than GMA alone, disconfirming specific aptitude theory. A theory of job performance is described that explicates the central role of GMA in the world of work. These findings support Spearman's proposition that GMA is of critical importance in human affairs.     

The relationship of age to ten dimensions of job performance

Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, organizational citizenship behaviors, safety performance, general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Results show that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions. Results also highlight that the relationships of age with core task performance and with counterproductive work behaviors are curvilinear in nature and that several sample characteristics and data collection characteristics moderate age-performance relationships. The article concludes with a discussion of key research design issues that may further knowledge about the age-performance relationship in the future.     

Beyond Impression Management: Evaluating three measures of response distortion and their relationship to job performance

Three measures of response distortion (i.e., social desirability, covariance index, and implausible answers) were examined in both applicant and incumbent samples. Performance data, including supervisor ratings of task and contextual performance as well as objective performance criteria such as tardiness, work‐related accidents, and a customized work simulation, were obtained for the incumbent sample. Results provided further support for the existence of applicant faking behavior and shed light into the relationship between faking and job performance, largely depending on how one defines and measures faking as well as the performance criteria evaluated. Implications for future research and practice in personality assessment for selection purposes were discussed.     

The detection of feigned mental disorders on specific competency measures

Psychologists have standardized competency-to-stand-trial (CST) assessments through the development of specialized CST measures. However, their research has largely neglected the possibility that CST measures may be stymied by feigning mental disorders and concomitant impairment. The current study is the first systematic examination of (a) how feigned mental disorders may affect CST measures and (b) which scales are effective at identifying feigned cases. Bona fide patients (n = 65) were compared with suspected malingerers (n = 22) on 3 CST measures: the Georgia Court Competency Test (GCCT), the MacArthur Competence Assessment Tool--Criminal Adjudication, and the Evaluation of Competency to Stand Trial--Revised (ECST-R). Results indicated that these CST measures are vulnerable to feigning. The development of specialized GCCT and ECST-R scales yielded moderately effective screens for feigned mental disorders in the context of CST evaluations.     

The job satisfaction-job performance relationship: a qualitative and quantitative review

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.     

The effect of quantity and quality of verbal interaction on ratings of leadership ability

Sixteen four-member groups engaged in a problem-solving situation in which the goal was to maximize gains and minimize losses in a matrix type game. One of the members of each group, a trained confederate, independently varied his quantity and quality of verbal interaction in order to determine their importance in determining leadership emergence. While quality of verbal interaction was found to predict perceived differences on such variables as competence, influence, and contribution to the group's goal, only quantity of verbal interaction predicted perceived differences in leadership ability. The data suggest that this paradox may be due to quantity being a clearer indication of a group member's intentions than quality.     

The role of acceptance and job control in mental health, job satisfaction, and work performance

Acceptance, the willingness to experience thoughts, feelings, and physiological sensations without having to control them or let them determine one's actions, is a major individual determinant of mental health and behavioral effectiveness in a more recent theory of psychopathology. This 2-wave panel study examined the ability of acceptance also to explain mental health, job satisfaction, and performance in the work domain. The authors hypothesized that acceptance would predict these 3 outcomes 1 year later in a sample of customer service center workers in the United Kingdom (N = 412). Results indicated that acceptance predicted mental health and an objective measure of performance over and above job control, negative affectivity, and locus of control. These beneficial effects of having more job control were enhanced when people had higher levels of acceptance. The authors discuss the theoretical and practical relevance of this individual characteristic to occupational health and performance.     

The validity of the general ability measure for adults: comparison with WAIS-R IQ scores in a sample of college students with academic difficulties

The present study investigated the validity of the General Ability Measure for Adults (GAMA) by comparing it to the WAIS-R using a sample of 80 college students reporting learning difficulties. Results indicated that the mean GAMA IQ score did not deviate significantly from the mean WAIS-R IQ scores. The GAMA Full Scale IQ correlated significantly with the WAIS-R PIQ, VIQ, and FSIQ scores. However, the obtained correlation coefficient for the GAMA and WAIS-R PIQ significantly differed from the observed correlation coefficient between the GAMA and WAIS-R VIQ, suggesting that the GAMA was more clearly associated with perceptual skills than verbal abilities. When the correlation coefficients between the GAMA and WAIS-R scores were corrected for the effects of range restriction, the correlation coefficients increased, yet demonstrated the same pattern (e.g., GAMA/PIQ,.69; GAMA/VIQ,.36; GAMA/FSIQ,.60). The GAMA s accuracy in predicting individual student performance on the WAIS-R FSIQ also was examined.     

The eye movement measure of memory and its relationship with explicit measures

This study examined whether the eye movement can be used to measure memory of past events and its relationship with the explicit measures. In Experiment 1, after studying a list of Chinese characters, the participants received a recognition memory test. For each trial the participants had to indicate, among one studied character and two nonstudied homonyms, which character they had studied. Participants’ eye movements were monitored while they viewed the three-character test display. Both the time-course and response-locked measures showed that participants viewed the studied character longer than the nonstudied character regardless of their explicit response. Experiment 2 used a wagering task to assess participants’ conscious awareness and found that wagering points predicted viewing time for the target better than the recognition accuracy did. These findings suggest that the effect of memory on viewing time occurs automatically and is weakly associated with subsequent conscious awareness of the studied event.     

In search of a measure to investigate mental performance among children: Development of the mental speed test

Processing speed is a component of general intelligence and an indicator of learning potential. There is a need for robust measures of mental speed based on contemporary theoretical developments. The current study addressed this need by proposing a mental speed test for children aged 60 to 96 months (5 to 8 years) and examining its psychometric properties. The test included indicators of perceptual speed, memory speed, reasoning speed, and fluency-flexibility speed presented through nonverbal items administered individually using touchscreen tablets. After establishing gender non-bias and concurrent validity with a contemporary intelligence test (i.e., ASIS, r = .59) with 107 children, the next administration included 373 children. Exploratory factor analysis (EFA) with subtest scores revealed a single-factor structure accounting for 45% of the total variance. Additional data from 212 children were used to assess structural validity and gender bias, which showed acceptable goodness of fit, providing evidence of the validity and reliability of the new measure for further use.     

Effects of mental workload and caffeine on catecholamines and blood pressure compared to performance variations

Caffeine is characterised as a central nervous system stimulant, also affecting metabolic and cardiovascular functions. A number of studies have demonstrated an effect of caffeine on the excretion of catecholamines and their metabolites. Urinary epinephrine and norepinephrine have been shown to increase after caffeine administration. Similar trends were observed in our study in adrenaline (ADR) and noradrenaline (NORADR) levels and additionally a dose dependent effect of caffeine. The effect of caffeine on cognitive performance, blood pressure, and catecholamines was tested under resting conditions and under mental workload. Each subject performed the test after oral administration of 1 cup and then 3 cups of coffee. Root mean square error (RMSE) for the tracking task was continuously monitored. Blood pressure was also recorded before and after each stage of the experiment. Catecholamines were collected and measured for three different conditions as: at rest, after mental stress alone, after one dose of caffeine under stress, and after triple dose of caffeine under stress. Comparison of the performance of each stage with the resting conditions revealed statistically significant differences between group of smokers/coffee drinkers compared with the other two groups of non-coffee drinkers/non-smokers and non-smokers/coffee drinkers. There was no statistically significant difference between the last two groups. There was an increase of urine adrenaline with 1 cup of coffee and statistically significant increase of urine noradrenaline. Both catecholamines were significantly increased with triple dose of caffeine. Mental workload increased catecholamines. There was a dose dependent effect of caffeine on catecholamines.     

The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance

Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.     

The relationship of emotional exhaustion to work attitudes,job performance,and organizational citizenship behaviors

The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.     

An assessment of the contributions of general mental ability and personality characteristics to management success

This study investigated the relationship of general mental ability and a select set of personality characteristics to a constructed criterion of management success which reflected relative rate of career progress. Data were collected in the context of an operational individual assessment program from a total of 296 persons in nonmanagement up through top management positions in a variety of service and manufacturing organizations. Primary (n=148) and hold-out (n=148) samples were identified and a stepwise multiple regression analysis was performed on the primary sample. Cross-validation indicated that a two-variable linear composite accounted for 20.9% of the variance in the dependent variable.     

Aspects of self-concept and their relationship to language performance and verbal reasoning ability

It has been claimed that self-concept is multidimensional, with dimensions such as mathematical self-concept and self-concept in language. The present study investigated the relationship of academic self-concept in language with performance on school-related language tasks and verbal reasoning ability. A total of 512 students in grades 7, 9, and 11 rated four aspects of their academic self-concept in language: self-perception, self-efficacy, self-esteem, and others' perception of their abilities. Verbal reasoning ability and performance on language tasks were assessed. Path analysis showed that performance on language tasks was influenced strongly by verbal reasoning abilities. Self-esteem and others' perception of one's abilities were affected directly by language performance. No direct relationship was found between academic self-concept in language and verbal reasoning ability. The results suggest that adolescents do not construe their academic self-concept according to their abilities but according to their performance in school and others' response to it.     

Retraction: ‘The relationship of general mental ability to entrepreneurial firm performance: A meta‐analysis’ by David S. DeGeest,Scott Seibert and Ernest O'Boyle

The above article, published online on 11 January 2018 in Wiley Online Library ( wileyonlinelibrary.com ) has been retracted at the request of David DeGeest by agreement between the authors, the journal Editor in Chief, Sharon Clarke, and John Wiley & Sons. David DeGeest was responsible for introducing errors into the coding used for the meta‐analysis with the result that some of the studies can no longer be included in the analyses. This happened without the knowledge of the co‐authors.     

The general factor of personality and job performance: Revisiting previous meta‐analyses

The relationship between the General Factor of Personality (GFP) and several work‐related outcomes such as job performance and organizational citizenship behavior was examined using meta‐analytic data. Confirmatory factor analyses showed sizeable relationships between the GFP and various performance indicators ( = .34), larger than for any of the Big Five dimensions. Controlling for social desirability did not change the relationship between the GFP and job performance. Moreover, regression analyses showed that the GFP accounted for a larger part of the explained variance in the outcome measures than the unique variances of the Big Five. The results add to the evidence for the GFP as a social effectiveness factor and highlight the validity of the GFP in organizational contexts.