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(� Other variables affecting job performance (� Ability differences over…

- - - - ? Increase validity if entered into regression
    - - ? Adding specific aptitudes -> no/little increase in validity
      - ? GMA responsible for prediction of performance
  - - - ? Learning -> achieve a higher level
  - - - ? More experience -> no diff in perf by GMA
      - ? No support!
    - - ? McDaniel: correlation GMA with experience
        
        ? Higher experience -> no decrease in validity
    - - ? Consistent tasks
        
        ? Performance can be automated, little drain on cognitive resources
        
        ? Low correlation with GMA
      - ? Inconsistent tasks
        
        ? No automatization -> drain on resources
        
        ? Large correlation with GMA
  - - - ? Wrong -> less important
    - - ? Conscientiousness
        
        ? .49 occupational level
        
        ? .41 income
      - ? Openness to experience
        
        ? .32
        
        ? .26
      - ? Neuroticism
        
        ? -.26
        
        ? -.34
      - ? Overall .56 prediction of career success
    - - ? Explains .63
      - ? Conscientiousness = only part important for job success?
- - - - � positively related to extraversion, openness, agreeableness, conscientiousness, cognitive ability
      - � Negatively related to neuroticism
  - - - � -> support for 3a + 3b
  - - - � Stream 1 adds 0.4%
      - � Stream 2 + 3 add 5.2% and 6.8% to explained variance
    - - � Stream 2 and 3 most strongly
- - - - � Perceiving emotions
      - � Using emotions to facilitate thought
      - � Understanding emotions
      - � Managing emotions
  - - - � Personality = predictor work-related variables (e.g. leadership behaviour)
      - � Intelligence = predictor of work-related outcomes
- - - - � Verbal material
      - � Quantitative material
      - � Spatial material
    - - � 10 min
      - � 50 free response items
  - - - � Validity for similar jobs varied across diff studies -> some sign, others not
    - - � Variability due to statistical & measurement artefacts, restricted range, etc.
      - � Corrected findings: little/no variance in findings -> GMA predictive for job performance in all jobs (varying degree)
  - - - ? Jobs assigned to complexity family
      - ? Highest complexity -> .58 validity
      - ? Lowest complexity -> .23
  - - - ? Larger sample
- - - - � Lowest correlation with Big 5 -> difference to stream 3
    - - � -> highest correlation with Big 5
- - - - � Facilitated by:
        
        ? Ability recognize emotions in self & others
        
        ? Ability to regulate own emotions
    - - � AI might be better predictor than cognitive ability
    - - � Leaders with high AI -> better at helping employees maintain positive mood
- - - - � "mixed" stream: traditional social skill measures + AI measures
  - - - � E.g. conceptual overlap -> mostly in third category
    - - � Include components of: personality, attitudes, personal preferences
      - � Harder to understand predictive component of EI