This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.
| Identifer | oai:union.ndltd.org:unt.edu/info:ark/67531/metadc4010 |
| Date | 08 1900 |
| Creators | Alexander, Sandra G. |
| Contributors | Marshall, Linda L., Beyerlein, Michael, Lambert, Paul, Bryant, Damon |
| Publisher | University of North Texas |
| Source Sets | University of North Texas |
| Language | English |
| Detected Language | English |
| Type | Thesis or Dissertation |
| Format | Text |
| Rights | Public, Copyright, Alexander, Sandra G., Copyright is held by the author, unless otherwise noted. All rights reserved. |
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