Individualism and collectivism

https://www.pure.ed.ac.uk/ws/files/11958608/Investigating_the_predictive_roles_of_working_memory_and_IQ_in_academic_attainment.pdf

Investigating the predictive roles of working memory and IQ in academic attainment

Several investigators have claimed over the past decade that working memory (WM) and general intelligence (g) are identical, or nearly identical, constructs, from an individual-differences perspective. Although memory measures are commonly included in intelligence tests, and memory abilities are included in theories of intelligence, the identity between WM and intelligence has not been evaluated comprehensively. The authors conducted a meta-analysis of 86 samples that relate WM to intelligence. The average correlation between true-score estimates of WM and g is substantially less than unity (p=.479). The authors also focus on the distinction between short-term memory and WM with respect to intelligence with a supplemental meta-analysis. The authors discuss how consideration of psychometric and theoretical perspectives better informs the discussion of WM-intelligence relations.

https://psycnet.apa.org/journals/bul/131/1/30.pdf

Working memory and intelligence: the same or different constructs?

Using data from 598 studies representing over 200,000 individuals, we meta-analyzed the relationship between G. Hofstede's (1980a) original 4 cultural value dimensions and a variety of organizationally relevant outcomes. First, values predict outcomes with similar strength (with an overall absolute weighted effect size of rho = 0.18) at the individual level of analysis. Second, the predictive power of the cultural values was significantly lower than that of personality traits and demographics for certain outcomes (e.g., job performance, absenteeism, turnover) but was significantly higher for others (e.g., organizational commitment, identification, citizenship behavior, team-related attitudes, feedback seeking). Third, cultural values were most strongly related to emotions, followed by attitudes, then behaviors, and finally job performance. Fourth, cultural values were more strongly related to outcomes for managers (rather than students) and for older, male, and more educated respondents. Fifth, findings were stronger for primary, rather than secondary, data. Finally, we provide support for M. Gelfand, L. H. Nishii, and J. L. Raver's (2006) conceptualization of societal tightness-looseness, finding significantly stronger effects in culturally tighter, rather than looser, countries.

/pdf/examining-the-impact-of-culture-s-consequences-a-three-5gagbtn503.pdf

Examining the impact of Culture's consequences: a three-decade, multilevel, meta-analytic review of Hofstede's cultural value dimensions.

Performance-based measures of emotional intelligence (EI) are more likely than measures based on self-report to assess EI as a construct distinct from personality. A multivariate investigation was conducted with the performance-based, Multi-Factor Emotional Intelligence Scale (MEIS; J. D. Mayer, D. Caruso, & P. Salovey, 1999). Participants (N = 704) also completed the Trait Self-Description Inventory (TSDI, a measure of the Big Five personality factors; Christal, 1994; R. D. Roberts et al.), and the Armed Services Vocational Aptitude Battery (ASVAB, a measure of intelligence). Results were equivocal. Although the MEIS showed convergent validity (correlating moderately with the ASVAB) and divergent validity (correlating minimally with the TSDI), different scoring protocols (i.e., expert and consensus) yielded contradictory findings. Analyses of factor structure and subscale reliability identified further measurement problems. Overall, it is questionable whether the MEIS operationalizes EI as a reliable and valid construct.

Does emotional intelligence meet traditional standards for an intelligence? Some new data and conclusions.

This study presents a 12-year (1989–2001) longitudinal comparison of managerial values systems in China, Hong Kong, and the U.S. Using hierarchical cluster analysis, we test the validity of the three competing perspectives – convergence, divergence, and crossvergence – on values system evolution in these three societies. We use the sociocultural influence and business ideology influence typology as the foundation for developing our hypotheses. Additionally, we assess the contribution of the specific values within the values system to the overall system values findings. Our data most strongly support the multicultural crossvergence perspective. During a time period of stability in the U.S. and substantial change in both Hong Kong and China, the values of Hong Kong and China became more similar, while the values of these two Greater China societies became more different from those of the U.S.

/pdf/stability-and-change-in-managerial-work-values-a-3hbwe5ct91.pdf

Stability and Change in Managerial Work Values: A Longitudinal Study of China, Hong Kong, and the U.S.

The purpose of this article is to facilitate a reconsideration of what the authors consider to be a mistaken belief among personnel psychologists--the belief that supervisory ratings of job performance are not biased on the basis of race. In this article, the authors reviewed the current literature, reexamined the data, and concluded that the research on which this mistaken belief is based clearly demonstrates that racial bias may indeed exist and is significant, both in statistical and practical terms.

The existence and nature of racial bias in supervisory ratings.

A battery of 10 traditional paper-and-pencil aptitude tests and a battery of 25 cognitive-components-based tests were administered to 298 men and women to investigate the common sources of variance in those batteries. Earlier confirmatory factor analyses showed each battery to have a hierarchical structure, each with a single higher order factor. The higher order factor in the paper-and-pencil battery had previously been identified as general cognitive ability, or g. The higher order factor from the cognitive-components battery had been identified as working memory. The intercorrelation of the higher order factors from the two batteries was .994, indicating that both measured g. The proportion of common variance because of g was greater in the cognitive-components battery than in the paper-and-pencil battery. The correlations between each factor based on cognitive components and g averaged .946. Despite theoretical foundations and arguments, cognitive components tests appear to measure much the s...

Cognitive-Components Tests Are Not Much More Than g: An Extension of Kyllonen's Analyses

Large-sample confidence intervals (CI) for reliability, validity, and unattenuated validity are presented. The CI for unattenuated validity is based on the Bonferroni inequality, which relies on one CI for test-retest reliability and one for validity. Covered are four reliability-validity situations: (a) both estimates were from random samples; (b) reliability was from a random sample but validity was from a selected sample; (c) validity was from a random sample but reliability was from a selected sample; and (d) both estimates were from selected samples. All CIs were evaluated by using a simulation. CIs on reliability, validity, or unattenuated validity are accurate as long as selection ratio is at least 20% and selected sample size is 100 or larger. When selection ratio is less than 20%, estimators tend to underestimate their parameters.

https://psycnet.apa.org/journals/met/5/3/356.pdf

Large-sample confidence intervals for validity and reliability coefficients.

Corrections of correlations for range restriction (i.e., selection) and unreliability are common in psychometric work. The current rule of thumb for determining the order in which to apply these corrections looks to the nature of the reliability estimate (i.e., restricted or unrestricted). While intuitive, this rule of thumb is untenable when the correction includes the variable upon which selection is made, as is generally the case. Using classical test theory, we show that it is the nature of the range restriction, not the nature of the available reliability coefficient, that determines the sequence for applying corrections for range restriction and unreliability.

/pdf/the-proper-sequence-for-correcting-correlation-coefficients-4szyhpu3xx.pdf

Joseph M. Stauffer

Papers

Stability and Change in Managerial Work Values: A Longitudinal Study of China, Hong Kong, and the U.S.

The existence and nature of racial bias in supervisory ratings.

Cognitive-Components Tests Are Not Much More Than g: An Extension of Kyllonen's Analyses

Large-sample confidence intervals for validity and reliability coefficients.

The proper sequence for correcting correlation coefficients for range restriction and unreliability