Why g matters: The complexity of everyday life
TL;DR: In this paper, the authors provide evidence that intelligence has pervasive utility in work settings because it is essentially the ability to deal with cognitive complexity, in particular, with complex information processing, and the more complex a work task, the greater the advantages that higher g confers in performing it well.
About: This article is published in Intelligence.The article was published on 1997-01-01 and is currently open access. It has received 1300 citations till now. The article focuses on the topics: Everyday life & Cognitive complexity.
Summary (1 min read)
Jump to: [Why g Matters: The Complexity of Everyday Life] – [WHAT DOES “IMPORTANT” MEAN?] – [INFLUENCE OF INTELLIGENCE ON OVERALL LIFE OUTCOMES] and [THE FUTURE]
Why g Matters: The Complexity of Everyday Life
- This article provides evidence that g has pervasive utility in work settings because it is essentially the ability to deal with cognitive complexity, in particular, with complex information processing.
- Few claims in the social sciences are backed by such massive evidence but remain so hotly contested in public discourse.
- Besides demonstrating that g is important in practical affairs, I seek to demonstrate why intelligence has such surprisingly pervasive importance in the lives of individuals.
- I then use both the employment and literacy data to sketch a portrait of life’s challenges and opportunities at different levels of intelligence.
WHAT DOES “IMPORTANT” MEAN?
- The nature of the job and its context seem to determine whether g has any direct effect on task proficiency, net of job knowlege.
- As is well known in psychometrics (see also Gordon, 1997), the fact that an individual passes or fails any single test item says little about that person’s general intelligence level.
INFLUENCE OF INTELLIGENCE ON OVERALL LIFE OUTCOMES
- The effects of intelligence-like other psychological traits-are probabilistic, not deterministic.
- White adults in this range marry, work, and have children (Hermstein & Murray, 1994), but, as Table 10 shows, they are nonetheless at great risk of living in poverty (30%), bearing children out of wedlock (32%), and becoming chronic welfare dependents (31%).
- At this IQ level, fewer than half the high school graduates and none of the dropouts meet the military’s minimum AFQT enlistment standards.
- Most occupations are within reach cognitively, because these individuals learn complex material fairly easily and independently.
- Such as divorce, illness, and occasional unemployment, they rarely become trapped in poverty or social pathology.
THE FUTURE
- Complexity enriches social and cultural life, but it also risks leaving some individuals behind.
- Society has become more complex-and g loaded-as the authors have entered the information age and postindustrial economy.
- Accordingly, organizations are “flatter” (have fewer hierarchical levels), and increasing numbers of jobs require high-level cognitive and interpersonal skills (Camevale, 1991; Cascio, 1995; Hunt, 1995; Secretary’s Commission on Achieving Necessary Skills, 1991).
- There is evidence that increasing proportions of individuals with below-average IQs are having trouble adapting to their increasingly complex modern life (Granat & Granat, 1978) and that social inequality along IQ lines is increasing (Herrnstein & Murray, 1994).
- As the military experience also illustrates, however, what is good pedagogy for the low-aptitude learner may be inappropriate for the high-aptitude person.
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TL;DR: A meta-analysis on the validity of tests of general mental ability (GMA) and specific cognitive abilities for predicting job performance and training success in the UK was conducted by as mentioned in this paper.
Abstract: A meta-analysis on the validity of tests of general mental ability (GMA) and specific cognitive abilities for predicting job performance and training success in the UK was conducted. An extensive literature search resulted in a database of 283 independent samples with job performance as the criterion (N = 13, 262), and 223 with training success as the criterion (N = 75, 311). Primary studies were also coded by occupational group, resulting in seven main groups (clerical, engineer, professional, driver, operator, manager, and sales), and by type of specific ability test (verbal, numerical, perceptual, and spatial). Results indicate that GMA and specific ability tests are valid predictors of both job performance and training success, with operational validities in the magnitude of .5-.6. Minor differences between these UK findings and previous US meta-analyses are reported. As expected, operational validities were moderated by occupational group, with occupational families possessing greater job complexity demonstrating higher operational validities between cognitive tests and job performance and training success. Implications for the practical use of tests of GMA and specific cognitive abilities in the context of UK selection practices are discussed in conclusion. © 2005 The British Psychological Society.
197 citations
TL;DR: In this article, the authors validate the Short Grit Scale (Duckworth et al. 2009) using both within-network and between-network approaches to construct validation, and reveal interesting cross-cultural differences in grit.
Abstract: The present research aims to validate the Short Grit Scale (Duckworth et al. Journal of Personality Assessment 91:166–174, 2009) among a sample of university (n = 220) and high school students (n = 606) from a collectivist culture (i.e., the Philippines) using both within-network and between-network approaches to construct validation. Our results revealed interesting cross-cultural differences in grit. First, grit was comprised of two distinct dimensions rather than as a hierarchical construct. Only the perseverance of effort dimension loaded onto the higher-order grit factor. Second, perseverance of effort was more salient in predicting key psychological outcomes (i.e., academic engagement and subjective well-being) compared to consistency of interests. This suggests that in collectivist cultures, the perseverance of effort dimension of grit is more relevant compared to the consistency of interest. Theoretical and practical implications are discussed.
195 citations
Cites background from "Why g matters: The complexity of ev..."
...Early literature has mostly focused on the role of intelligence in shaping objective measures of school success (Gottfredson 1997; Kuncel et al. 2001), while more recent studies have focused on the role of non-cognitive factors....
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TL;DR: However, many people find it hard to believe that intelligence is the main determinant of variation in job performance as discussed by the authors, and most people greatly underestimate the extent of differences in performance.
Abstract: General mental ability (intelligence) is the dominant determinant of the large individual differences in work output on the job revealed by research, but highly visible individual differences in citizenship behavior on the job make the intelligenceperformance relationship harder to observe in everyday life. Over time, the validity of job experience for predicting performance declines, while that of ability remains constant or increases. Path analyses indicate that the major reason ability predicts performance so well is that higher ability individuals learn relevant job knowledge more quickly and learn more of it. The current social policy that strongly discourages use of mental ability in hiring is counterproduc tive and has produced severe performance decrements. This policy should be changed to encourage the use of ability measures. However, it should also encourage the use of personality measures that increase overall predictive validity while simultaneously reducing differences in minority-majority hiring rates. General mental ability (intelligence) plays a dominant role in the determination of individual differences in job performance. This statement is no longer controversial among researchers who study job performance. However, both laypeople and psychologists from other areas often find this statement controversial. Many people believe that this statement cannot be true even though it has been confirmed by thousands of empirical studies. There are two reasons why many people find it hard to believe that intelligence is the main determinant of variation in job performance. First, most people greatly underestimate the extent of differences in performance. Thus, they underestimate the importance of job performance in the evaluation of workers. Second, most people confuse two different dimensions of personnel evaluation: (a) performance (i.e., productivity) and (b) citizenship behavior (i.e., social behavior at work). These background problems are so strong that they interfere with the ability of readers to follow discussions of findings on performance. Therefore, we will first discuss citizenship behavior and the word performance. We will then discuss the extent of individual differences in performance. After discussing these two preliminary issues we will return to our main topic: the strong relationship between intelligence and job performance.
193 citations
TL;DR: In this paper, the authors examine how the risk and uncertainty associated with entrepreneurial activity deters entry and contributes to the high rates of new business failure, and examine how these factors affect entrepreneurship.
Abstract: Research suggests that the risk and uncertainty associated with entrepreneurial activity deters entry and contributes to the high rates of new business failure. In this study, we examine how the ab...
188 citations
Cites background from "Why g matters: The complexity of ev..."
...Empirical research has demonstrated that individuals with high general intelligence are better able to assimilate information to apply it in new situations (Jensen, 1998) and acquire new skills (Gottfredson, 1997)....
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TL;DR: This article showed that a 1 point increase in a nation's average IQ is associated with a persistent 0.11% annual increase in GDP per capita, and that IQ is statistically significant in 99.8% of these 1330 regressions.
Abstract: Human capital plays an important role in the theory of economic growth, but it has been difficult to measure this abstract concept. We survey the psychological literature on cross-cultural IQ tests and conclude that intelligence tests provide one useful measure of human capital. Using a new database of national average IQ, we show that in growth regressions that include only robust control variables, IQ is statistically significant in 99.8% of these 1330 regressions, easily passing a Bayesian model-averaging robustness test. A 1 point increase in a nation’s average IQ is associated with a persistent 0.11% annual increase in GDP per capita.
188 citations
References
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TL;DR: The ten-year edition of the 10th anniversary edition as mentioned in this paper is devoted to the theory of multiple intelligences and its application in the socialization of human intelligence through Symbols Implications And Applications.
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Book•
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