Controversy and consensus regarding the use of cognitive ability testing in organizations.

Abstract

Seven hundred three members of the Society for Industrial and Organizational Psychology indicated agreement or disagreement with 49 propositions regarding cognitive ability tests in organizations. There was consensus that cognitive ability tests are valid and fair, that they provide good but incomplete measures, that different abilities are necessary for different jobs, and that diversity is valuable. Items dealing with the unique status of cognitive ability were most likely to generate polarized opinions. A 2-factor model, classifying items as those reflecting societal concerns over the consequences of ability testing and those reflecting an emphasis on the unique status of "g," fit the data well, and these factors proved especially important for predicting responses to the more controversial items.

Survey of opinions on the primacy of g and social consequences of ability testing: A comparison of expert and non-expert views

“…This sample size appears consistent with previous reports of expert opinions on intelligence (e.g., Gottfredson, 1997b;Journal of Educational Psychology, 1921;Sternberg & Detterman, 1986). Likewise, our response rate (38.3%) is similar to that obtained by Murphy et al (2003;31.5%).…”

“…Most recently, Murphy et al (2003) published the results of a survey of industrial-organizational (IO) psychologists' beliefs about cognitive ability and cognitive ability testing. Using exemplary survey construction techniques based on a content sampling procedure, Murphy et al developed a survey of 49 statements that reflected claims or assertions made in recent debates about cognitive abilities and cognitive ability testing.…”

“…The content, item order, and response scale of the survey was identical to that used by Murphy et al (2003). The 49 items are shown in our Table 1.…”

“…Second, we compare experts' opinions to those of a nonexpert group of psychologists (namely, IO psychologists and practitioners as reflected by the results of Murphy, Cronin & Tam, 2003). We believe this second purpose has value in two respects.…”

Does talking the talk help walking the walk? An examination of the effect of vocal attractiveness in leader effectiveness

“…This test is one of the most widely used cognitive ability tests across a range of occupations and it is particularly useful when predicting job performance. The validity of such tests is established in the literature (Murphy, Cronin, & Tam 2003). It was administered at the beginning of the study.…”