Using individual differences to predict job performance: correcting for direct and indirect restriction of range

Area of Science:

• Industrial-Organizational Psychology
• Human Resources Management
• Personnel Selection

Background:

• Understanding the predictive validity of individual differences is crucial for effective personnel selection.
• Previous research has explored the relationship between personality, general mental ability (GMA), and job performance, with varying results.
• Correction methods for range restriction can influence the estimated validity of these predictors.

Purpose of the Study:

• To investigate the relationship between individual differences (personality and GMA) and job performance.
• To compare the effectiveness of two range restriction correction methods in estimating predictive validity.
• To determine the relative predictive power of GMA versus personality traits for job performance.

Main Methods:

• Meta-analytic correlation analysis was employed to synthesize existing research findings.
• Two distinct methods for correcting range restriction were applied to the data.
• The study analyzed the validity of personality (Five-Factor Model - FFM) and GMA in predicting job performance.

Main Results:

• Correcting for indirect range restriction significantly increased the operational validity of individual differences in predicting job performance.
• General mental ability (GMA) emerged as a stronger predictor of job performance compared to individual personality traits.
• The relative importance of GMA over personality assessment was substantial.

Conclusions:

• Accurate correction for range restriction is essential for precise estimation of predictor validities.
• GMA is a more potent predictor of job performance than personality traits, highlighting its importance in selection.
• The provided estimates allow practitioners to optimize selection procedures and conduct accurate utility analyses.