Determining the appropriateness of extended time accommodations in standardized cognitive ability testing.

2021 ◽  
Vol 53 (2) ◽  
pp. 152-163
Author(s):  
Rosaria Furlano ◽  
Shawna Goodrich ◽  
Wendy Darr ◽  
Katherine Gibbard ◽  
Jordan L. Ho ◽  
...  
Keyword(s):  
Cognitive Ability ◽  
Extended Time ◽  
Ability Testing

Data trends in open mode, online, unsupervised cognitive ability testing

2007 ◽  
Author(s):  
Hennie J. Kriek ◽  
Kim Dowdeswell ◽  
Tina Joubert ◽  
Fred Guest
Keyword(s):  
Cognitive Ability ◽  
Ability Testing

Use of the Tactual Performance Test for cognitive ability testing with African children.

1995 ◽  
Vol 9 (3) ◽  
pp. 409-417 ◽  
Author(s):  
Michael J. Boivin ◽  
Bruno Giordani ◽  
Brian Bornefeld
Keyword(s):  
Cognitive Ability ◽  
Performance Test ◽  
African Children ◽  
Ability Testing

Controversy and consensus regarding the use of cognitive ability testing in organizations.

2003 ◽  
Vol 88 (4) ◽  
pp. 660-671 ◽  
Author(s):  
Kevin R. Murphy ◽  
Brian E. Cronin ◽  
Anita P. Tam
Keyword(s):  
Cognitive Ability ◽  
Ability Testing

New frontiers in cognitive ability testing: working memory

2020 ◽  
Vol 35 (4) ◽  
pp. 193-208 ◽  
Author(s):  
Nicholas Martin ◽  
John Capman ◽  
Anthony Boyce ◽  
Kyle Morgan ◽  
Manuel Francisco Gonzalez ◽  
...  
Keyword(s):  
Working Memory ◽  
Job Performance ◽  
Cognitive Ability ◽  
Mobile Devices ◽  
Content Type ◽  
Memory Assessment ◽  
Subgroup Differences ◽  
Cognitive Ability Tests ◽  
Ability Tests ◽  
Ability Testing

Purpose Cognitive ability tests demonstrate strong relationships with job performance, but have several limitations; notably, subgroup differences based on race/ethnicity. As an alternative, the purpose of this paper is to develop a working memory assessment for personnel selection contexts. Design/methodology/approach The authors describe the development of Global Adaptive Memory Evaluation (G.A.M.E.) – a working memory assessment – along with three studies focused on refining and validating G.A.M.E., including examining test-taker reactions, reliability, subgroup differences, construct and criterion-related validity, and measurement equivalence across computer and mobile devices. Findings Evidence suggests that G.A.M.E. is a reliable and valid tool for employee selection. G.A.M.E. exhibited convergent validity with other cognitive assessments, predicted job performance, yielded smaller subgroup differences than traditional cognitive ability tests, was engaging for test-takers, and upheld equivalent measurement across computers and mobile devices. Research limitations/implications Additional research is needed on the use of working memory assessments as an alternative to traditional cognitive ability testing, including its advantages and disadvantages, relative to other constructs and methods. Practical implications The findings illustrate working memory’s potential as an alternative to traditional cognitive ability assessments and highlight the need for cognitive ability tests that rely on modern theories of intelligence and leverage burgeoning mobile technology. Originality/value This paper highlights an alternative to traditional cognitive ability tests, namely, working memory assessments, and demonstrates how to design reliable, valid, engaging and mobile-compatible versions.

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