Personality and Cognitive Ability as Predictors of Effective Performance at Work

By Neal Schmitt. 2014

118 citations recorded by the source corpus.

Subfields: Clinical Psychology, Experimental and Cognitive Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/42a0bd6819f60711b64900f6d7a64b5ce0dddade

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Tomas Chamorro-Premuzic
2. Robert P. Hogan
3. Robert E. Ployhart
4. R. Sherman
5. Adrian Furnham
6. T. Judge
7. Arthur Poropat
8. A. Vedel

In Experimental and Cognitive Psychology

1. Robert P. Hogan
2. Tomas Chamorro-Premuzic
3. Robert E. Ployhart
4. R. Sherman
5. Adrian Furnham
6. Arthur Poropat
7. A. Vedel
8. J. Moutafi

In Social Psychology

1. Tomas Chamorro-Premuzic
2. Robert P. Hogan
3. Robert E. Ployhart
4. R. Sherman
5. Adrian Furnham
6. A. Vedel
7. Arthur Poropat
8. M. van Vugt

Citations in the corpus

• New Talent Signals: Shiny New Objects or a Brave New World? (2016, background): “Indeed, 100 years of research in I-O psychology provide conclusive evidence for the validity of job interviews (Levashina, Hartwell, Morgeson, & Campion, 2014), assessment centers (Thornton & Gibbons, 2009), cognitive ability tests (Schmitt, 2013), personality inventories (J.”
• Resources for What? Understanding Performance in the Resource-Based View and Strategic Human Capital Resource Literatures (2021, background): “For example, cognitive ability is a stronger predictor of task (in-role) performance while personality is a stronger predictor of discretionary (citizenship) behavior (e.g., Borman, Penner, Allen, & Motowidlo, 2001; Schmitt, 2014).”