ABSTRACT
This chapter discusses the relevant theories of intelligence and questions about the roles of measures of knowledge, interests, and personality in providing incremental validity to that afforded by g. A variation of this theory is the basis for much modern test theory and the widespread application of g to workplace activities. The importance of general mental ability or g for performance in a wide range of jobs is generally acknowledged. The chapter assesses difficulties in criterion definition and measurement and presents additions to utility analysis. Seldom is any criterion variable free from criticism, and tomes have been devoted to the topic. The chapter describes the new findings relevant to group differences, and explains the future of the prediction of workplace performance. The variety of activities in the workplace far exceeds that in educational systems, which has been the major source of data for theory development. The chapter explores the recommendations regarding the roles of both theoretical concepts and practical innovations.
