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Range restriction corrections require the predictor standard deviation in the applicant pool of interest. Unfortunately, this information is frequently not available in applied contexts. The common strategy in this type of situations is to use national-norm standard deviation estimates. This study used data from 8,276 applicants applying to nine jobs in German governmental organizations to compare applicant pool standard deviations for two cognitive ability tests with national-norm standard deviation estimates, and standard deviations for the total group of governmental applicants. Results revealed that job- and organizational context-specific applicant pool standard deviations were on average about 10–12% smaller than estimates from national norms, and about 4–6% smaller than standard deviations for the total group of governmental applicants. [ABSTRACT FROM AUTHOR]

The nested-factors model is a well-established structural model of cognitive abilities in cognitive ability research but has not yet been used to investigate the role of cognitive abilities in job performance. Core assumptions of the nested-factors model are that a broad general mental ability (GMA) exists besides narrower abilities and that this GMA differs from the narrower cognitive abilities in breadth but not in subordination. The authors of this article propose that a recently emerging statistical technique—relative importance analysis—corresponds to the assumptions of the nested-factors model. To empirically study the implications of using the nested-factors model, the authors applied relative importance analysis to a meta-analytic matrix linking measures of 7 narrower cognitive abilities from an established ability taxonomy (Thurstone's primary mental abilities), GMA, and job performance. Results revealed that GMA accounted for 10.9% to 28.6% of the total variance explained in job performance and that GMA was not consistently the most important predictor. The discussion focuses on potential theoretical, methodological, and practical implications of the nested-factors model for personnel psychology. [ABSTRACT FROM AUTHOR]

Both tests of cognitive ability and assessment center (AC) ratings of various performance attributes have proven useful in personnel selection and promotion contexts. To be of theoretical or practical value, however, the AC method must show incremental predictive accuracy over cognitive ability tests given the cost disparities between the two predictors. In the present study, we investigated this issue in the context of promotion of managers in German police departments into a training academy for high-level executive positions. Candidates completed a set of cognitive ability tests and a 2-day AC. The criterion measure was the final grade at the police academy. Results indicated that AC ratings of managerial abilities were important predictors of training success, even after accounting for cognitive ability test scores. These results confirm that AC ratings provide unique contribution to the understanding and prediction of training performance of high-level executive positions beyond cognitive ability tests. [ABSTRACT FROM AUTHOR]