Relation of Mental Alertness Test Score to Positions and Permanency in Company.

Bills, Marion A.

doi:10.1037/h0072305

Cited by 27 publications

(7 citation statements)

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“…Descriptive statistics are given in Table 1 and correlation coefficients between the main variables are given in Table 2. Intelligence was not significantly negatively correlated with satisfaction scores contrary to Bills (1923). Group size was also not significantly negatively correlated with satisfaction scores contrary to Frank and Anderson (1971), Shaw (1981) and Slater (1958).…”

Section: Reliabilitymentioning

confidence: 68%

“…This research follows the recommendations of Roberts and Foti (1998) who pointed out that recent research on the determinants of satisfaction has shifted from debating the effectiveness of either the situational models or the dispositional models to a consideration of the person-situation interactional perspective. Therefore, although previous studies involving simple jobs have reported negative relationships between intelligence and satisfaction (Bills, 1923), and between group size and satisfaction, there appears to be no reported study on the moderating effects of group size on the intelligencesatisfaction relationship.…”

Section: Intelligencementioning

confidence: 77%

“…Similar results were obtained by Viteles (1924), who conducted a study on cashiers and wrappers. Bills (1923) have suggested that, for simple and mundane jobs, intelligence may have a negative relationship with satisfaction. On the other hand, Frank and Anderson (1971), Shaw (1981) and Slater (1958) have suggested that group size has a negative relationship with satisfaction.…”

Section: Intelligencementioning

confidence: 99%

“…Early studies have shown that in simple jobs, there is usually a significant negative relationship between intelligence on the one hand and satisfaction and the probability of remaining in such jobs on the other. For example, in a study of one hundred and thirty-three low-level clerical workers, Bills (1923) found that all of the clerks with IQs greater than 110 were so dissatisfied that they left within a thirty-month period. This can be contrasted to clerks with IQs of less than 80, only 27% of whom left within the same period.…”

Section: Intelligencementioning

confidence: 99%

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An Investigation of Objective Person-Environment Fit: The Dark Side of Intelligence

Ahmad¹

2010

IJPS

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Most previous studies of Person-Environment fit have failed to use objective measures of the work environment that are independent of the person examined. The current research investigated the moderating role of group size (an objective measure obtained from company records), on the relationship between intelligence and pay satisfaction. The intelligence was measured as general intelligence or "g" and "reasoning". On the basis of data from 257 shop-floor workers in a factory, results indicated that group size moderated the relationship between intelligence and satisfaction with pay -the relationship was negative in large groups and positive in small groups.

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Section: Reliabilitymentioning

confidence: 68%

Section: Intelligencementioning

confidence: 77%

Section: Intelligencementioning

confidence: 99%

Section: Intelligencementioning

confidence: 99%

See 2 more Smart Citations

An Investigation of Objective Person-Environment Fit: The Dark Side of Intelligence

Ahmad¹

2010

IJPS

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show abstract

“…For example, in a study of one hundred and thirty three low-level clerical workers, Bills (1923) found that all of the clerks with IQs greater than 110 left within a thirty-month period. This can be contrasted to clerks with IQs of less than 80, only 27% of whom left within the same period.…”

Section: Personality Traits and Intelligence Scores As Independent Mementioning

confidence: 99%

Person-Environment Fit: a critical review of the previous studies and a proposal for future research

Ahmad¹

2010

IJPS

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This article proposes that in the future, P-E fit studies should use objective (as opposed to subjective) measures of the environment, such as the group size, in order to avoid numerous methodological problems. Several hypotheses were formulated in this article. Group size was hypothesised to moderate the following relationships: apprehension, sensitivity, social boldness and extroversion with co-worker satisfaction, sensitivity with pay satisfaction, liveliness with performance, intelligence (g) with pay satisfaction, and, intelligence (g), with overall job satisfaction. This article also proposes that the current supplementary fit model can be extended in the future, to measure superior-subordinate fit also. It was hypothesised that higher superior-subordinate congruence would lead to higher satisfaction and performance of the subordinate.

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Selection and Classification Tests Foe Women: A Review of the Literature

Wand

Mollenkopf

1954

ETS Research Bulletin Series

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The purpose of this review of the literature was to examine the appropriateness of using with women the same selection and classification procedures that are used with men in situations in which both men and women are selected for the same jobs. Particular attention was paid to reports of the selection of women for jobs similar to billets in the U. S. Navy.Two valuable sources of information on women which included comparable data for men were U. S. Air Force reports of the selection of personnel for Air Force technical schools and British reports of the selection of women for the Auxiliary Territorial Service during World War II.Most industrial studies were based on samples of one sex. It became apparent that in normal times most civilian jobs are held predominantly by members of one sex or the other, and hence the practical problem of the influence of sex differences on predictive measures has not been investigated to any extent by those who are conducting personnel research in industry.The findings tend to support the assumption that tests developed and used for the selection of men must be carefully examined prior to their use in selecting women for the same jobs. This seems particularly true for tests in mechanical and computational areas. In general, findings seem to indicate that a given tests score may not predict the same level of on‐the‐job performance for a woman as for a man, there being evidence that women do better than would be predicted from scores based on tests and procedures developed for men.

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Relation of Mental Alertness Test Score to Positions and Permanency in Company.

Cited by 27 publications

References 0 publications

An Investigation of Objective Person-Environment Fit: The Dark Side of Intelligence

An Investigation of Objective Person-Environment Fit: The Dark Side of Intelligence

Person-Environment Fit: a critical review of the previous studies and a proposal for future research

Selection and Classification Tests Foe Women: A Review of the Literature

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