Incremental validity of the WJ III COG: Limited predictive effects beyond the GIA-E.

Abstract: We review research on response-latency based (“implicit”) measures of attitudes by examining what hopes and intentions researchers have associated with their usage. We identified the hopes of (1) gaining better measures of interindividual differences in attitudes as compared to self-report measures (quality hope); (2) better predicting behavior, or predicting other behaviors, as compared to self-reports (incremental validity hope); (3) linking social-cognitive theories more adequately to empirical research (theory-link hope). We argue that the third hope should be the starting point for using these measures. Any attempt to improve these measures should include the search for a small-scale theory that adequately explains the basic effects found with such a measure. To date, small-scale theories for different measures are not equally well developed.

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Personality, Cardiovascular Disease, and Cancer:

Zeitschrift für Gesundheitspsychologie ◽

10.1026/0943-8149.12.3.102 ◽

2004 ◽

Vol 12 (3) ◽

pp. 102-115 ◽

Cited By ~ 9

Author(s):

Manfred Amelang ◽

Petra Hasselbach ◽

Til Stürmer

Keyword(s):

Cardiovascular Disease ◽

Behavioral Control ◽

Smoking Behavior ◽

Type A Behavior ◽

Incremental Validity ◽

Personality Factors ◽

Emotional Lability ◽

Prevalent Disease ◽

Incident Cardiovascular Disease

Abstract. Ten years ago a sample of N = 5.133 male and female subjects (age 28-74) responded to questionnaires including scales for personality, life style, work stress as well as questions on prevalent disease. We now report on the follow-up regarding self-reported incidence of cardiovascular disease and cancer. During a mean follow-up of 10 years, 257 participants had died. Of those alive, N = 4.010 (82%) participated in the follow-up. Of these, 120 and 180 persons reported incident cardiovascular disease and cancer, respectively. The incidence of cardiovascular disease could be significantly predicted by the personality factors “Emotional Lability”, “Behavioral Control” and “Type-A-Behavior” as well as by the “Rationality/Antemotionality”-scale according to Grossarth-Maticek. After controlling for age, gender and smoking behavior only the significant effect of “Emotional Lability” remained and the predictors according to Grossarth-Maticek had no incremental validity. Cancer could not be predicted by any personality factors.

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A Meta-Analysis of Interviews and Cognitive Ability

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000091 ◽

2013 ◽

Vol 12 (4) ◽

pp. 157-169 ◽

Cited By ~ 7

Author(s):

Philip L. Roth ◽

Allen I. Huffcutt

Keyword(s):

Cognitive Ability ◽

Meta Analysis ◽

Incremental Validity ◽

Employment Interviews ◽

Moderator Analysis ◽

The Future ◽

Research Questions ◽

Meta Analyses ◽

The Relationship

The topic of what interviews measure has received a great deal of attention over the years. One line of research has investigated the relationship between interviews and the construct of cognitive ability. A previous meta-analysis reported an overall corrected correlation of .40 ( Huffcutt, Roth, & McDaniel, 1996 ). A more recent meta-analysis reported a noticeably lower corrected correlation of .27 ( Berry, Sackett, & Landers, 2007 ). After reviewing both meta-analyses, it appears that the two studies posed different research questions. Further, there were a number of coding judgments in Berry et al. that merit review, and there was no moderator analysis for educational versus employment interviews. As a result, we reanalyzed the work by Berry et al. and found a corrected correlation of .42 for employment interviews (.15 higher than Berry et al., a 56% increase). Further, educational interviews were associated with a corrected correlation of .21, supporting their influence as a moderator. We suggest a better estimate of the correlation between employment interviews and cognitive ability is .42, and this takes us “back to the future” in that the better overall estimate of the employment interviews – cognitive ability relationship is roughly .40. This difference has implications for what is being measured by interviews and their incremental validity.

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