ABSTRACT
In industrial–organizational psychology, the theoretical basis for the empirical evidence linking general cognitive ability (GCA) and job performance is rarely presented, but is critical to understanding and acceptance of these findings. The fact that GCA scores are influenced by genes does not change the fact that GCA scores reflect more than just genetic potential. The GCA component appears to be responsible for the prediction o f job and training performance, whereas factors specific to the aptitudes appear to contribute little or nothing to prediction. Many people have had the same reaction to the empirical findings showing that GCA is highly predictive of job performance. Causal analyses of the determinants of job performance show that the major effect of GCA is on the acquisition of job knowledge: People higher in GCA acquire more job knowledge and acquire it faster.
