“New Concepts of Intelligence: Their Practical and Legal Implications for Employee Selection”, 2003 (; backlinks; similar):
In the 1920s and 1930s basic theories of intellectual ability were developed along with operational tests which proved effective in predicting job performance (1927; 1936). In a series of studies and meta-analyses throughout the 1970s and 1980s, Schmidt and Hunter showed that cognitive ability was the best overall predictor of job performance (1984; 1986; 1981). Partially in reaction to the meta-analytic findings, research to expand on the definitions of competencies continued. The development of competencies by 1973 was followed by a discussion of tacit knowledge (1985), practical intelligence (1986), and multiple intelligence (1999). In the 1990s, emotional intelligence became the intelligence of interest (1996; 1995, 1998a, 1998b; 1999; et al 1990).
All these new theories and proposed measurement instruments pose a challenge to traditional cognitive ability tests since it is claimed that these tests are more valid and have lower adverse impact. It is our contention that many of these tests are nothing more than pop psychology. It is distressing to see such books (ie. 1998b) quoted as if they had some merit. We will review the themes present throughout all of these “creative” concepts and examine whether they have practical implications and can withhold legal scrutiny in the public and private sector.