Cognitive Reflection and General Mental Ability as Predictors of Job Performance

Salgado, Jesús F.; Otero, Inmaculada; Moscoso, Silvia

doi:10.3390/su11226498

Cited by 12 publications

(15 citation statements)

References 81 publications

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“…This is also justified in the great amount of variance that both measures shared. Previous studies have shown that CRT-10 and CRT-3 are highly correlated [ 41 , 65 , 67 – 69 ]. For this sample, the theoretical correlation (observed correlation corrected by measurement error in both measures) between CRT-10 and CRT-3 was .81, indicating that both tests are assessing the same construct, and consequently, one can be substituted for the other.…”

Section: Discussionmentioning

confidence: 99%

Cognitive reflection test: The effects of the items sequence on scores and response time

Otero

Alonso

2023

PLoS ONE

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This paper aims to expand the literature on the determinants of the Cognitive Reflection Test scores, exploring the effects that the items sequence has on (1) Cognitive Reflection Test scores, (2) response time, (3) the relationship between Cognitive Reflection Test scores and response time, and (4) Cognitive Reflection scores, response time, and the relationship between both variables on men and women. The current study also explored the sex differences on Cognitive Reflection Test and response time according to items sequence. The results showed that manipulating the items sequence, the performance on the Cognitive Reflection Test improved significantly, but the response time were not significantly affected, although the results suggest that first items of the sequence could be working as training items. A positive relationship between Cognitive Reflection Test scores and response time was also found, except when the scores were maximized. Finally, some differences between men and women on the results were also found. The implications of these findings are discussed.

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Section: Discussionmentioning

confidence: 99%

Cognitive reflection test: The effects of the items sequence on scores and response time

Otero

Alonso

2023

PLoS ONE

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“…This contribution goes beyond the physical environment, considering also the extent to which organizational practices promote workers' well-being [1]. A key process that helps organizations to be sustainable is personnel selection [2], which consists of incorporation, through a fair and transparent process, of workers who best fit the job. To do this, is necessary for the selection instruments to demonstrate their relationship with performance.…”

Section: Introductionmentioning

confidence: 99%

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

2020

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The turbulent context in which organizations operate today makes them search for adaptable workers. Previous studies have shown the predictive value of the “Big Five” personality traits on adaptive performance, but some authors suggest extending personality domain with the “dark” traits of personality, that is, Machiavellianism, narcissism, psychopathy (i.e., the “Dark Triad”), and sadism (which, along with the aforementioned traits, composes the “Dark Tetrad”). The present research investigates the incremental validity of the dark traits in the prediction of adaptive performance over the Big Five. The study follows a cross-sectional design with a convenience sample of 613 participants (46% women; mean age 38.78 years, SD = 14.05; mean job experience = 16.93 years, SD = 13.39) from different organizations who fill in a questionnaire with the variables. Our results showed that the Dark Triad improved the predictive model with respect to the Big Five (R2 = 0.202, ΔR2 = 0.030, p < 0.001). The statistically significant predictors were neuroticism (β = −0.127, p = 0.010), openness to experience (β = 0.155, p < 0.001), conscientiousness (β = 0.164, p = 0.001), narcissism (β = 0.134 p < 0.002), and psychopathy (β = −0.137, p = 0.005). The incorporation of sadism did not improve the Dark Triad model (R2 = 0.202, ΔR2= −0.001, p = 0.541).

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“…Job performance (JP) can be defined as the "total expected value to the organization of the discrete behavioral episodes that an individual carries out over a standard period of time" [88] (p. 39). The state-of-the-art research on JP research highlights a proliferation of theoretical and empirical studies on JP predictors, including: employees' ability, especially in entry-level jobs [89]; psychological well-being and job satisfaction [90]; employee engagement [91,92]; work stressors and coworker support [93]; ability and non-ability [94]; emotional and cognitive intelligence [95,96]; and cognitive reflection [97].…”

Section: Job Performancementioning

confidence: 99%

Relationship between Work-Life Balance and Job Performance Moderated by Knowledge Risks: Are Bank Employees Ready?

et al. 2022

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Despite the focus on knowledge risks in the literature, a limited number of studies have empirically examined technological knowledge risks in terms of digitalization, old technologies, and cybercrime as moderating variables in the relationship between work-life balance and job performance. To address this gap, this paper investigated the moderation effects of technological knowledge risks on the relationship between work-life balance and job performance during the pandemic period in employees of cooperative credit banks. A quantitative approach that involved gathering surveys was adopted. Applying PLS-SEM, the empirical findings revealed that technological knowledge risks have a significant impact on the relationship between work-life balance and job performance. Additionally, this research encourages managers to create and maintain a healthy work environment that promotes valuable employees’ job performance while also evaluating the use of new technological advances and their related risks.

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Cognitive Reflection and General Mental Ability as Predictors of Job Performance

Cited by 12 publications

References 81 publications

Cognitive reflection test: The effects of the items sequence on scores and response time

Cognitive reflection test: The effects of the items sequence on scores and response time

Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

Relationship between Work-Life Balance and Job Performance Moderated by Knowledge Risks: Are Bank Employees Ready?

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