{"id":{"repo_id":"unt","oai_identifier":"info:ark/67531/metadc4010"},"canonical_url":"https://search.dev.ndltd.org/etd/unt/info:ark/67531/metadc4010","repository":{"repo_id":"unt","name":"University of North Texas","base_url":"https://digital.library.unt.edu/oai/"},"display":{"title":"Predicting long term job performance using a cognitive ability test.","abstract":"This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.","abstract_html":"This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success.","abstract_has_math":false,"creators":["Alexander, Sandra G."],"institution":"University of North Texas","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":["Marshall, Linda L.","Beyerlein, Michael","Lambert, Paul","Bryant, Damon"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2007,"date_issued":"2007-08","date_published":"2007-08","updated_at":"2026-07-24T05:35:09Z","subjects":["cognitive ability test","job performance","long-term","aptitude","archival data","Prediction of occupational success.","Employees -- Rating of.","Occupational aptitude tests."],"languages":["English"],"rights":["Public","Copyright","Alexander, Sandra G.","Copyright is held by the author, unless otherwise noted. All rights reserved."],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["oclc: 191800535","https://digital.library.unt.edu/ark:/67531/metadc4010/","ark: ark:/67531/metadc4010"],"render_values":[{"text":"oclc: 191800535","href":null,"code":true},{"text":"https://digital.library.unt.edu/ark:/67531/metadc4010/","href":"https://digital.library.unt.edu/ark:/67531/metadc4010/","code":true},{"text":"ark: ark:/67531/metadc4010","href":null,"code":true}]}]},"links":{"outbound_url":"https://doi.org/10.12794/metadc4010","outbound_label":"DOI","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Marshall, Linda L.","Beyerlein, Michael","Lambert, Paul","Bryant, Damon"]},{"key":"dc:creator","label":"Author","values":["Alexander, Sandra G."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2007-08"]},{"key":"dc:publisher","label":"Institution","values":["University of North Texas"]},{"key":"dc:type","label":"Dc Type","values":["Thesis or Dissertation"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["cognitive ability test","job performance","long-term","aptitude","archival data","Prediction of occupational success.","Employees -- Rating of.","Occupational aptitude tests."]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["English"]},{"key":"dc:rights","label":"Dc Rights","values":["Public","Copyright","Alexander, Sandra G.","Copyright is held by the author, unless otherwise noted. 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Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. The implication is that aptitude should not be the sole consideration when predicting long term job success."]},{"key":"dc:format","label":"Dc Format","values":["Text"]},{"key":"dc:title","label":"Title","values":["Predicting long term job performance using a cognitive ability test."]}]}],"canonical_facts":{"dc:contributor":["Marshall, Linda L.","Beyerlein, Michael","Lambert, Paul","Bryant, Damon"],"dc:creator":["Alexander, Sandra G."],"dc:date":["2007-08"],"dc:description":["This study focuses on the relationship of one cognitive ability test on long-term job performance as measured by personnel data. Archival data from over 3,000 employees at an international technology company were used to assess how aptitude test scores relate to both objective and subjective job performance measures. Supervisory performance ratings, level of promotion, and salary increase significantly contributed to variance in test scores; however, these results were inconsistent. Number of training courses did not have a significant relationship with test scores. Additionally, type of turnover did not moderate the relationship between aptitude test scores and job performance. These results indicate that although aptitude test score is related to long term job performance factors, other factors account for the majority of the variance. 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