The thesis at hand deals with employee evaluation and employees' salaries. The theoretical part of this thesis is crucial to fully understand the issues dealt with in this thesis. In the practical part the author focuses on concrete systems of employee evaluation and employees' salaries in certain organizations. The main goal of the thesis at hand is to provide companies with solutions to improve the current situation. For this purpose the author relies on the study of literature, her own judgments and an analysis of the present situation in the field.

Empirical research has supported the use of general cognitive ability to predict employee performance; however, studies have accounted for only a fraction of the variance. The current study addressed whether intellectual styles, which describe how individuals habitually acquire and use information, account for a significant portion of the variance in job performance not covered by general cognitive ability. The study followed a quantitative, nonexperimental design with a convenience sample of 77 intelligence analysts from 6 U.S. government agencies and 2 online professional groups. MindTime provided the primary theoretical framework. The International Cognitive Ability Resource, MindTime Profile InventoryTM, and Self-Rated Analytic Job Performance Assessment were used to measure general cognitive ability and analytic job performance. Results of multiple linear regression analysis indicated that thinking perspectives profiles are valid predictors of job performance and contribute to the incremental validity of general cognitive ability as a predictor of analytic job performance. However, because of the high degree of collinearity, results were inconclusive. The findings add to the understanding of the relationship between intellectual styles and job performance of knowledge workers, and they reinforce links between industrial-organizational psychology and cognitive psychology.