Abstract
This article presents a meta-analysis of the validity of cognitive reflection (CR) for predicting job performance and training proficiency. It also examines the incremental validity of CR over cognitive intelligence (CI) for predicting these two occupational criteria. CR proved to be an excellent predictor of job performance and training proficiency, and the magnitude of the true validity was very similar across the two criteria. Results also showed that the type of CR is not a moderator of CR validity. We also found that CR showed incremental variance over CI for the explanation of job performance, although the magnitude of the contribution is small. However, CR shows practically no incremental validity over CI validity in the explanation of training proficiency. Finally, we discuss the implications of these findings for the research and practice of personnel selection.
Highlights
Cognitive reflection (CR) is one of the most well-known concepts and is based on the view that the human mind operates through two types of cognitive processes known as System 1 (S1) and System 2 (S2)
We found that the estimate for the observed validity, operational validity, and true correlation of the 3-item cognitive reflection test (CRT) is slightly higher than the respective values for the studies that used CRTs with a higher number of items (0.27, 0.29, and 0.37 vs. 0.25, 0.26, and 0.31, respectively), these differences have no practical relevance, and they indicate that both shorter and longer CR tests are efficient for predicting training proficiency
The meta-analysis aimed to answer five research questions: (1) What is the correlation between CR and job performance? (2) What is the correlation between CR and training proficiency? (3) Is the observed variability in the correlation between CR and job performance and training proficiency real or artifactual? (4) Does the type of CR test moderate the relationship between CR and job performance and training proficiency? (5) Does CR add validity over cognitive intelligence (CI) for predicting job performance and training proficiency? In examining the findings of the primary studies with metaanalytical methods, the current research made three unique contributions to the understanding of the relationships between
Summary
Cognitive reflection (CR) is one of the most well-known concepts and is based on the view that the human mind operates through two types of cognitive processes known as System 1 (S1) and System 2 (S2). There is high consensus among researchers (Wason and Evans, 1975; Evans and Wason, 1976; Chaiken et al, 1989; Metcalfe and Mischel, 1999; Kahneman and Frederick, 2002, 2005; Stanovich and West, 2002; Strack and Deutsch, 2004; Kahneman, 2011) that S1 is fast, automatic, unconscious and impulsive and operates with little (or no) effort, and that S2 is slow, reflective, and purposeful and requires effort and concentration. Kahneman and Frederick (2002, 2005), Frederick (2005), and Kahneman (2011) defined cognitive reflection as the individual capacity to annul the first impulsive response that the mind offers, and to activate the reflective mechanisms that allow to find a response, make a decision, or carry out a specific behavior. The first impulsive answer is frequently wrong, and cognitive reflection would activate a more reflective and correct answer
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