Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

Abstract

The purpose of this study is to investigate whether the intelligence quotient (IQ) of employees is associated with their job satisfaction and performance. The moderating effect of personality type has also been explored. Drawing on trait theory, a conceptual model has been developed, which links personality dimensions to job performance through satisfaction. Primary data were collected from 378 respondents from 10 Universities situated in Lahore, Pakistan, for empirically testing our model. Findings reveal that IQ is a predictor of employee's job performance and job satisfaction. Moreover, this relationship is also moderated by the personality type (A/B) of the respondents. The study outcomes will be helpful for the management of the institutions to frame policy guidelines for hiring employees and have more informed decisions in terms of personality types and IQ of employees.

Policing in pandemic: Is perception of workload causing work–family conflict, job dissatisfaction and job stress?

“…Individuals' job demands, when exceeding from available resources, cause psychological and physical tensions, therefore, refers to work‐related stress (Cherniss, 1980). Work‐related stress is harmful to any individual (Murtaza, Gill, Aslam, & Noor, 2020) and police employees in particular as this can lead to metabolic, cardiovascular and gastrointestinal diseases, such as burnout (Johnson, Todd, & Subramanian, 2005), low job performance (Goodman, 1990), psychological disorder (He, Zhao, & Archbold, 2002), WFC (Li, Cheung, & Sun, 2019), and even suicide (Violanti, 1997). Literature has shed light on several workplace stressors that negatively impact on police such as weak supervisory support and contentious performance rating, poor communication between officers and administrators (Morash et al, 2008), the dangerous nature of the work environment He, Zhao, & Archbold (2002), handling disrespectful citizens (Cheong & Yun, 2011), irregular shift work and heavy workload (Violanti & Aron, 1994).…”

Systematic Literature Review: Professional Situation of Gifted Adults

“…Thus, general intelligence predicts occupational performance better than special talents as well as non-cognitive factors such as occupational interest and other personality traits (Hunter, 1986 ; Ree et al, 1994 ; Schmidt and Hunter, 1998 , 2004 ; Gottfredson, 2003 ; Schmidt et al, 2016 ). Additionally, intelligence correlates positively with job satisfaction in most studies (Wulff et al, 2009 ; Thompson and Lane, 2014 ; Murtza et al, 2020 ).…”

“…Individuals with higher intelligence are more likely to advance professionally and earn higher incomes (Schmidt and Hunter, 2004 ; Schmidt, 2009 ). Numerous meta-analyses show a positive relationship between intelligence and job performance (Hunter, 1986 ; Schmidt and Hunter, 1998 ; Gottfredson, 2003 ; Kuncel et al, 2004 ; Schmidt, 2009 ; Wai, 2014 ; Schmidt et al, 2016 ; Murtza et al, 2020 ), where the strength of the relationship may be overestimated due to the methods used (Richardson and Norgate, 2015 ). Meta-analyses show a higher correlation during training ( r = 0.63) than after training ( r = 0.55), but intelligence remains the best predictor of job performance even with increasing work experience (Schmidt and Hunter, 2004 ).…”

Wellbeing and cognition are coupled during development: A preregistered longitudinal study of 1136 children and adolescents

“…Cognitive ability allows us to engage with the world around us; to reason, learn and remember (Flavell, 1999). Performance on standardized tests of cognitive ability increases steeply during childhood and adolescence (Chaku & Hoyt, 2019;Kail et al, 2015) and has predictive ability for a wide range of valued life outcomes, including education and job success, physical health and mortality (Batty et al, 2007;Murtza et al, 2020). Wellbeing reflects a global assessment of life satisfaction and feelings ranging from depression to happiness.…”