Testing the Predictive Validity of Working Memory Capacity for Job Performance

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Armfield, Brenna
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Middle Tennessee State University
This study tests whether working memory, short-term memory, and attentional control predict job performance and compares these measures to traditional intelligence and general mental ability (g) testing used for selection purposes. Researchers sought to present a viable alternative to tests of intelligence and g, which are often used for selection purposes despite evidence for differential validity and mean score differences in racial subgroups. The current paper seeks to address these issues by exploring viable alternatives to g: working memory, short-term memory, and attentional control. Results indicated that general mental ability, working memory, and attentional control were not predictive of performance, but short-term memory was found to have a significant relationship with structured interview performance. Short-term memory also contained no significant subgroup score differences between White and Non-White applicants, suggesting it may be a more culture-fair method of cognitive ability assessment than traditional measures of g.
Executive attention, Intelligence testing, Job performance, Predictive validity, Short-term memory, Working memory, Psychology