Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of g for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of g. We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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一般认知能力预测特定工作绩效的有效性在不同级别的工作经验中是稳定的。

工业组织心理学数十年的研究已经证实，一般认知能力 (g) 的测量能够一致、积极地预测特定工作的绩效，并在统计和实践上显着地预测各种工作。但 g 的有效性在不同级别的工作经验中是否稳定？本研究利用来自联合军种工作绩效衡量/入伍标准项目 (N = 10,088) 的 31 种不同军事职业的历史大规模数据来解决这个问题。在所有工作中，我们的荟萃分析结果发现，在预测具体工作绩效时，武装部队资格考试分数（数学和语言成绩的综合）与服役时间之间的交互作用几乎为零。这一发现支持 g 在预测特定工作绩效方面的有效性，即使工作经验不断增加，并且没有提供 g 有效性减弱的证据。我们讨论这些发现的理论和实践意义，以及人才选拔研究和实践的方向。（PsycInfo 数据库记录 (c) 2023 APA，保留所有权利）。