Complex cognitive skill retention: The roles of general mental ability and refresher interventions in a simulated vocational setting

2018 ◽  
Vol 34 (5) ◽  
pp. 471-481 ◽  
Author(s):  
Barbara Frank ◽  
Annette Kluge
Keyword(s):  
Cognitive Skill ◽  
Mental Ability ◽  
Skill Retention ◽  
General Mental Ability ◽  
Vocational Setting

The Validity of Specific Cognitive Abilities for the Prediction of Training Success in Germany

2014 ◽  
Vol 13 (3) ◽  
pp. 123-133 ◽  
Author(s):  
Wiebke Goertz ◽  
Ute R. Hülsheger ◽  
Günter W. Maier
Keyword(s):  
Cognitive Abilities ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Mental Ability ◽  
Occupational Category ◽  
General Mental Ability ◽  
Training Success ◽  
Specific Cognitive Abilities ◽  
Better Than

General mental ability (GMA) has long been considered one of the best predictors of training success and considerably better than specific cognitive abilities (SCAs). Recently, however, researchers have provided evidence that SCAs may be of similar importance for training success, a finding supporting personnel selection based on job-related requirements. The present meta-analysis therefore seeks to assess validities of SCAs for training success in various occupations in a sample of German primary studies. Our meta-analysis (k = 72) revealed operational validities between ρ = .18 and ρ = .26 for different SCAs. Furthermore, results varied by occupational category, supporting a job-specific benefit of SCAs.

Is Retest Bias Biased?

2016 ◽  
Vol 15 (2) ◽  
pp. 45-54 ◽  
Author(s):  
Jason G. Randall ◽  
Anton J. Villado ◽  
Christina U. Zimmer
Keyword(s):  
Sex Differences ◽  
Emotional Stability ◽  
Adverse Impact ◽  
Mental Ability ◽  
Ability Test ◽  
General Mental Ability ◽  
Psychological Mechanisms

Abstract. The purpose of this study was to test for race and sex differences in general mental ability (GMA) retest performance and to identify the psychological mechanisms underlying these differences. An initial and retest administration of a GMA assessment separated by a six-week span was completed by 318 participants. Contrary to our predictions, we found that race, sex, and emotional stability failed to moderate GMA retest performance. However, GMA assessed via another ability test and conscientiousness both partially explained retest performance. Additionally, we found that retesting may reduce adverse impact ratios by lowering the hiring threshold. Ultimately, our findings reinforce the need for organizations to consider race, sex, ability, and personality when implementing retesting procedures.

scholarly journals Investigating the Structure of Intelligence Using Latent Variable and Psychometric Network Modeling: A Commentary and Reanalysis

2021 ◽  
Vol 9 (1) ◽  
pp. 8
Author(s):  
Christopher J. Schmank ◽  
Sara Anne Goring ◽  
Kristof Kovacs ◽  
Andrew R. A. Conway
Keyword(s):  
Cognitive Processes ◽  
Latent Variable ◽  
Network Modeling ◽  
Network Models ◽  
Mental Ability ◽  
Variable Model ◽  
General Mental Ability ◽  
Theories Of Intelligence ◽  
Psychological Theories ◽  
Model Preference

In a recent publication in the Journal of Intelligence, Dennis McFarland mischaracterized previous research using latent variable and psychometric network modeling to investigate the structure of intelligence. Misconceptions presented by McFarland are identified and discussed. We reiterate and clarify the goal of our previous research on network models, which is to improve compatibility between psychological theories and statistical models of intelligence. WAIS-IV data provided by McFarland were reanalyzed using latent variable and psychometric network modeling. The results are consistent with our previous study and show that a latent variable model and a network model both provide an adequate fit to the WAIS-IV. We therefore argue that model preference should be determined by theory compatibility. Theories of intelligence that posit a general mental ability (general intelligence) are compatible with latent variable models. More recent approaches, such as mutualism and process overlap theory, reject the notion of general mental ability and are therefore more compatible with network models, which depict the structure of intelligence as an interconnected network of cognitive processes sampled by a battery of tests. We emphasize the importance of compatibility between theories and models in scientific research on intelligence.

Quick Word Test Validity with Adults

1967 ◽  
Vol 20 (2) ◽  
pp. 488-490 ◽  
Author(s):  
Arden Grotelueschen ◽  
Thomas J. Lyons
Keyword(s):  
Test Validity ◽  
Mental Ability ◽  
Valid Measure ◽  
General Mental Ability ◽  
Word Test ◽  
Iq Scores

Quick Word Test (QWT) total and part scores for 178 adults were correlated with WAIS IQ scores. Pearson rs of .77 and .74 were found between total QWT scores and WAIS verbal and total IQ scores, respectively. Data indicate that the QWT appears to be a valid measure of general mental ability.

Psychosocial Experiences and Adjustment Among Adult Swedes With Superior General Mental Ability

2011 ◽  
Vol 34 (6) ◽  
pp. 900-918 ◽  
Author(s):  
Jannica Stålnacke ◽  
Ann-Charlotte Smedler
Keyword(s):  
Sense Of Coherence ◽  
Social Acceptance ◽  
Mental Ability ◽  
Abstract Reasoning ◽  
High Ability ◽  
General Mental Ability ◽  
Psychosocial Experiences ◽  
Theory Of Intelligence ◽  
Egalitarian Society ◽  
Social Difficulties

In Sweden, special needs of high-ability individuals have received little attention. For this purpose, adult Swedes with superior general mental ability (GMA; N = 302), defined by an IQ score > 130 on tests of abstract reasoning, answered a questionnaire regarding their views of themselves and their giftedness. The participants also rated their self-theory of intelligence and completed the Sense of Coherence Scale (SOC-13). At large, the participants experienced being different but felt little need to downplay their giftedness to gain social acceptance. Most participants encompassed an entity self-theory of intelligence, while also recognizing that it takes effort to develop one’s ability. The group scored lower ( p < .001) than Swedes in general on the SOC, which may be a reflection of social difficulties associated with being gifted in an egalitarian society. However, it may also indicate that the SOC carries a different meaning for those with superior GMA.

Prediction of general mental ability based on neural oscillation measures of sleep

2005 ◽  
Vol 14 (3) ◽  
pp. 285-292 ◽  
Author(s):  
ROBERT BODIZS ◽  
TAMAS KIS ◽  
ALPAR SANDOR LAZAR ◽  
LINDA HAVRAN ◽  
PETER RIGO ◽  
...  
Keyword(s):  
Mental Ability ◽  
Neural Oscillation ◽  
General Mental Ability

A Theory of Sex Differences in Technical Aptitude and Some Supporting Evidence

2011 ◽  
Vol 6 (6) ◽  
pp. 560-573 ◽  
Author(s):  
Frank L. Schmidt
Keyword(s):  
Sex Differences ◽  
Job Performance ◽  
Large Data ◽  
Future Research ◽  
Mental Ability ◽  
Supporting Evidence ◽  
Data Set ◽  
Aptitude Tests ◽  
General Mental Ability ◽  
Technical Aptitude

In this article, I present a theory that explains the origin of sex differences in technical aptitudes. The theory takes as proven that there are no sex differences in general mental ability (GMA), and it postulates that sex differences in technical aptitude (TA) stem from differences in experience in technical areas, which is in turn based on sex differences in technical interests. Using a large data set, I tested and found support for four predictions made by this theory: (a) the construct level correlation between technical aptitude and GMA is larger for females than males, (b) the observed and true score variability of technical aptitude is greater among males than females, (c) at every level of GMA females have lower levels of technical aptitude, and (d) technical aptitude measures used as estimates of GMA for decision purposes would result in underestimation of GMA levels for girls and women. Given that GMA carries the weight of prediction of job performance, the support found for this last prediction suggests that, for many jobs, technical aptitude tests may underpredict the job performance of female applicants and employees. Future research should examine this question.

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