Editing Intelligence quotient (section)

===Job performance===
According to Schmidt and Hunter, "for hiring employees without previous experience in the job the most valid predictor of future performance is the general mental ability."<ref name="Schmidt98">{{cite journal |last1=Schmidt |first1=Frank L. |last2=Hunter |first2=John E. |title=The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings |journal=Psychological Bulletin |volume=124 |issue=2 |pages=262–74 |year=1998 |citeseerx=10.1.1.172.1733 |doi=10.1037/0033-2909.124.2.262 |s2cid=16429503 |url=http://www.moityca.com.br/pdfs/SchmidteHunter1998.pdf |access-date=25 October 2017 |archive-url=https://web.archive.org/web/20140602034440/http://www.moityca.com.br/pdfs/SchmidteHunter1998.pdf |archive-date=2 June 2014 |url-status=dead}}</ref> The validity of IQ as a predictor of [[job performance]] is above zero for all work studied to date, but varies with the type of job and across different studies, ranging from 0.2 to 0.6.<ref name="Hunter84">{{cite journal |last1=Hunter |first1=John E. |last2=Hunter |first2=Ronda F. |title=Validity and utility of alternative predictors of job performance |journal=Psychological Bulletin |volume=96 |issue=1 |pages=72–98 |year=1984 |doi=10.1037/0033-2909.96.1.72 |s2cid=26858912}}</ref> The correlations were higher when the unreliability of measurement methods was controlled for.{{sfn|Neisser et al.|1995}} While IQ is more strongly correlated with reasoning and less so with motor function,<ref>{{cite journal |last1=Warner |first1=Molly |last2=Ernst |first2=John |last3=Townes |first3=Brenda |last4=Peel |first4=John |last5=Preston |first5=Michael |title=Relationships Between IQ and Neuropsychological Measures in Neuropsychiatric Populations: Within-Laboratory and Cross-Cultural Replications Using WAIS and WAIS-R |journal=Journal of Clinical and Experimental Neuropsychology |volume=9 |issue=5 |pages=545–62 |year=1987 |pmid=3667899 |doi=10.1080/01688638708410768}}</ref> IQ-test scores predict performance ratings in all occupations.<ref name="Schmidt98"/>

That said, for highly qualified activities (research, management) low IQ scores are more likely to be a barrier to adequate performance, whereas for minimally skilled activities, athletic strength (manual strength, speed, stamina, and coordination) is more likely to influence performance.<ref name="Schmidt98"/> The prevailing view among academics is that it is largely through the quicker acquisition of job-relevant knowledge that higher IQ mediates job performance. This view has been challenged by Byington & Felps (2010), who argued that "the current applications of IQ-reflective tests allow individuals with high IQ scores to receive greater access to developmental resources, enabling them to acquire additional capabilities over time, and ultimately perform their jobs better."<ref>{{Cite journal |last1=Byington |first1=Eliza |last2=Felps |first2=Will |title=Why do IQ scores predict job performance? |journal=Research in Organizational Behavior |volume=30 |pages=175–202 |doi=10.1016/j.riob.2010.08.003 |year=2010}}</ref>

Newer studies find that the effects of IQ on job performance have been greatly overestimated. The current estimates of the correlation between job performance and IQ are about 0.23 correcting for unreliability and range restriction.<ref>{{cite journal |url=https://ink.library.smu.edu.sg/lkcsb_research/7188/ |title=Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors |last1=Sackett |first1=Paul R. |last2=Zhang |first2=Charlene |last3=Berry |first3=Christopher M. |last4=Lievens |first4=Filip |year=2023 |journal=Industrial and Organizational Psychology: Perspectives on Science and Practice |volume=16 |issue=3 |access-date=24 April 2023}}</ref><ref>{{cite journal|doi=10.1037/apl0000994 |title=Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range |year=2022 |last1=Sackett |first1=Paul R. |last2=Zhang |first2=Charlene |last3=Berry |first3=Christopher M. |last4=Lievens |first4=Filip |journal=Journal of Applied Psychology |volume=107 |issue=11 |pages=2040–2068 |pmid=34968080 |s2cid=245594032 |url=https://ink.library.smu.edu.sg/lkcsb_research/6894 }}</ref>

In establishing a causal direction to the link between IQ and work performance, longitudinal studies by Watkins and others suggest that IQ exerts a causal influence on future academic achievement, whereas academic achievement does not substantially influence future IQ scores.<ref>{{cite journal |last1=Watkins |first1=M |last2=Lei |first2=P |last3=Canivez |first3=G |title=Psychometric intelligence and achievement: A cross-lagged panel analysis |journal=Intelligence |volume=35 |issue=1 |pages=59–68 |year=2007 |doi=10.1016/j.intell.2006.04.005|citeseerx=10.1.1.397.3155}}</ref> Treena Eileen Rohde and Lee Anne Thompson write that general cognitive ability, but not specific ability scores, predict academic achievement, with the exception that processing speed and spatial ability predict performance on the SAT math beyond the effect of general cognitive ability.<ref>{{cite journal |last1=Rohde |first1=T |last2=Thompson |first2=L |title=Predicting academic achievement with cognitive ability |journal=Intelligence |volume=35 |issue=1 |pages=83–92 |year=2007 |doi=10.1016/j.intell.2006.05.004}}</ref>

However, large-scale longitudinal studies indicate an increase in IQ translates into an increase in performance at all levels of IQ: i.e. ability and job performance are [[Monotonic function|monotonically]] linked at all IQ levels.<ref>{{cite journal |last1=Coward |first1=W. Mark |last2=Sackett |first2=Paul R. |title=Linearity of ability-performance relationships: A reconfirmation |journal=Journal of Applied Psychology |volume=75 |issue=3 |pages=297–300 |year=1990 |doi=10.1037/0021-9010.75.3.297}}</ref><ref>{{cite journal |last1=Robertson |first1=Kimberley Ferriman |last2=Smeets |first2=Stijn |last3=Lubinski |first3=David |last4=Benbow |first4=Camilla P. |title=Beyond the Threshold Hypothesis |journal=Current Directions in Psychological Science |date=14 December 2010 |volume=19 |issue=6 |pages=346–351 |doi=10.1177/0963721410391442 |s2cid=46218795 |url=https://my.vanderbilt.edu/smpy/files/2013/02/Ferriman_20101.pdf}}</ref>