What we really know about our abilities and our knowledge

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The benefits of knowing what you know (and what you don’t): How calibration affects credibility (2008, unknown): “confidence is diagnostic ( Ackerman, Beier, & Bowen, 2002; Fischer & Budescu, 2005; Soll, 1996; Zarnoth & Sniezek, 1997).”
Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance (2010, background): “Individuals hold accurate and differentiated views of their abilities (Ackerman et al., 2002), and may judge their future opportunities at work according to their perceived abilities.”
How unaware are the unskilled? Empirical tests of the “signal extraction” counterexplanation for the Dunning–Kruger effect in self-evaluation of performance (2013, methodology): “Note that this analysis applies to the Krajč–Ortmann framework, but it also might apply to the regression to the mean account suggested by other authors (Ackerman et al., 2002; Krueger & Mueller, 2002).”
Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies (2011, background): “Employees in highly complex jobs are also able to perceive their abilities and k owledge accurately (Ackerman et al., 2002) and may infer from these perceptions how many work-related opportunities exist for them in the future.”