Getting talent that fits: (WM+g+H^2=PERFORMANCE)

Abstract

Employee work performance is critical to organizational success. Identifying employee attributes that correlate to high work performance is therefore of strategic interest to organizational leaders, as individuals with those traits can be targeted during the hiring process. While extant literature has indicated a positive relationship between work performance and individual differences including cognitive ability, working memory, and personality, no single study has examined the predictive effects of each of these differences simultaneously. Moreover, some preliminary research suggests that the sixth personality factor specified in the HEXACO model, Honesty-Humility (H-Factor), may also predict work performance; further research is warranted to investigate this relationship. Finally, self-efficacy has been shown to moderately predict performance and to mediate individual differences on performance. The present quantitative correlational study thus sought to establish the unique effects of working memory, cognitive ability, and H Factor on performance via self-efficacy using four established scales, one researcher-developed self-report measure tested for validity during Phase 1, and a supervisor assessment of employee job performance. The sample size was 197 participants who were employed at nine U.S. distribution plants owned by a large food distribution company. Analyses conducted using structural equation modeling (SEM) provided support for the predicted relationships between the study variables. Cognitive ability directly predicted performance while working memory and H Factor predicted performance via self-efficacy. The study's conclusions suggest that recruiters should consider applicants' cognitive skills, personality--including the H-Factor--, and self-efficacy during the hiring process.