General mental ability in the world of work: occupational attainment and job performance.

By Frank L. Schmidt, J. Hunter. Journal of Personality and Social Psychology, 2004

1,181 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/a957c2ecafe00ad83c48efaf783e07c9d276ea88

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Citations in the corpus

Envy As Pain: Rethinking the Nature of Envy and Its Implications for Employees and Organizations (2012, background): “On the one hand, Smith and Kim (2007: 47) define envy as “an unpleasant and often painful blend of feelings” associated with unfavorable social comparisons. On the other hand, van de Ven and colleagues (2009) affirm that benign envy entails pain and frustration with another’s superiority.”
The dynamics of proactivity at work (2008, background): “…individuals with higher general mental ability display higher job performance, which is in large part a result of proactive information-seeking and learning behaviors that allow them to acquire more knowledge more quickly than other employees (e.g., Hunter & Schmidt, 1996; Schmidt & Hunter, 2004).”
Fostering and Measuring Skills: Improving Cognitive and Non-cognitive Skills to Promote Lifetime Success (2014, background): “Source: The Conscientiousness ranks come from Schmitt et al. (2007). These measures were taken in 2001 (Schmitt, 2002).”
The g‐factor of international cognitive ability comparisons: the homogeneity of results in PISA, TIMSS, PIRLS and IQ‐tests across nations (2007, background): “For individuals, both IQ (Schmidt & Hunter, 2004) and literacy (OECD, 2000) have been linked with job performance, longevity (Gottfredson & Deary, 2004; OECD, 2000), and low criminality (Herrnstein & Murray, 1994).”
Confounded by Competencies? An Evaluation of the Evolution and Use of Competency Models (2005, background): “Schmidt and Hunter (2004) have shown that the link between GMA and job performance is job knowledge.”
Limits on the Predictive Power of Domain-Specific Experience and Knowledge in Skilled Performance (2011, background): “…DeFries, McClearn, & McGuffin, 2008)—is widely regarded as the single best predictor of a number of real-world outcomes, including job performance (Schmidt & Hunter, 2004) and academic achievement (Kuncel & Hezlett, 2007), and correlates positively with skill in domains such as chess (Grabner,…”
The Economics and Psychology of Personality Traits (2008, positive): “Moreover, Schmidt and Hunter (2004) find that g is as robust a predictor of performance among experienced workers as among new hires.”
Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability? (2006, background): “…studies showing that personality scales are useful predictors of job performance (see Barrick, Mount, & Judge, 2001) as well as primary studies showing that personality scales can add incremental validity over cognitive ability tests (Mount, Witt, & Barrick, 2000; Schmidt & Hunter, 1998, 2004).”
Opposite Ends of the Same Stick? Multi-Method Test of the Dimensionality of Individualism and Collectivism (2014, methodology): “If other measures of statistical association were used to describe the relationships between IND-COL and external variables (e.g., d-scores, t, or F statistics), they were converted to product–moment correlations (Schmidt & Hunter, 2004).”
Emotional Intelligence in Marketing Exchanges (2011, background): “Despite the prevalence of cognitive ability studies in the marketing literature, recent research suggests that emotional ability is as important, if not more so, than cognitive ability (e.g., Schmidt and Hunter 2004).”
What we know about Leadership (2005, methodology): “We can also predict business skills using measures of cognitive ability with equally good results ( Schmidt & Hunter, 2004 ).”
What Shall We Do About Grit? A Critical Review of What We Know and What We Don’t Know (2018, neutral): “…& Kieszczynska, 2010), and effort regulation and meta-cognition ( r = .23 to r = .40, Credé & Phillips, 2011) are much better predictors of college and graduate school achievement, while cognitive ability is a much better predictor of job performance ( r = .24 to r = .58, Schmidt & Hunter, 2004).”