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Intelligence is multidimensional: Theoretical review and implications of specific cognitive abilities

机译：智力是多维的：理论综述和特定认知能力的含义

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Human resource management researchers typically treat cognitive ability as a unidimensional construct. The current paper reviews possible rationales for this choice, including practical convenience, the parsimony of Spearman's theory of general mental ability (g), positive manifold among cognitive tests, and empirical evidence of only modest incremental validity of specific cognitive abilities for predicting job and training performance over and above g. In contrast to HR researchers' dominant practice of treating cognitive ability as unidimensional, we recommend a renewed interest in narrower, second-stratum cognitive abilities. The renewed focus on multiple dimensions of intelligence is supported by several arguments, including superior empirical fit of hierarchical and oblique multifactor models over unidimensional models of cognitive test data, the Cattell-Horn-Carroll theoretical model and Carroll's large-scale empirical support for a hierarchical model of intelligence with several second-stratum factors (i.e., specific cognitive abilities), empirical evidence of modest incremental validity (typically at or above 2%) of specific cognitive abilities predicting job performance beyond g, the notion of a compatibility principle of the cognitive ability-job performance relationship in which specific abilities should predict specific criteria but not broad criteria, application of bifactor and relative importance methodologies to predict job performance via g and specific abilities simultaneously, evidence that adverse impact in hiring can be partly curtailed by differentially weighting specific cognitive abilities, and theoretical models of reciprocal causation among specific cognitive abilities which can explain positive manifold in the absence of g. After arguing for multidimensional models of intelligence, we review a variety of second-stratum cognitive abilities that have been described under the Cattell-Horn-Carroll model, highlighting similarities and differences among specific abilities.
机译：人力资源管理研究人员通常将认知能力视为一维结构。本篇论文回顾了这种选择的可能理由，包括实践上的便利，斯皮尔曼的一般心理能力理论（g）的简约性，认知测验中的积极流形，以及特定认知能力在预测工作和培训中仅适度增量有效性的经验证据。超越g的表现。与人力资源研究人员将认知能力视为一维的主导实践相反，我们建议对更狭窄的第二层认知能力重新产生兴趣。对智能多维性的重新关注得到了若干论点的支持，包括分层和倾斜多因素模型对认知测试数据的一维模型的优越经验拟合，Cattell-Horn-Carroll理论模型以及Carroll对分层的大规模经验支持。具有几个第二层次因素（即特定的认知能力）的智力模型，特定认知能力的适度增量效度（通常为2％或以上）的经验证据预测超过g的工作绩效，即认知的相容性原理的概念能力与工作绩效的关系，其中特定能力应预测特定标准而不是广义标准，同时应用双因素和相对重要性方法同时通过g和特定能力预测工作绩效，这表明通过差异加权特定权重可以部分减少对雇用的不利影响认知能力和特定认知能力之间的因果关系理论模型可以解释在不存在g的情况下的积极流形。在争论了多维智能模型之后，我们回顾了在Cattell-Horn-Carroll模型下描述的各种第二层认知能力，强调了特定能力之间的相似性和差异性。

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