In the field of psychology, the Big Five personality traits – openness, conscientiousness, extraversion, agreeableness, and neuroticism – are widely accepted as significant predictors of behavior. Among these, conscientiousness and intelligence (often measured by the g-factor or general mental ability, commonly referred to as IQ) have been found to be particularly influential in determining workplace success. However, these topics are often politically sensitive due to their potential implications for hiring practices and wage disparities. In this article, we aim to provide a research-backed assessment of these traits and their impact on job performance.
Defining Conscientiousness and IQ
Conscientiousness is a personality trait characterized by the quality of being in accord with the dictates of conscience and the trait of being painstaking and careful [1]. Highly conscientious individuals tend to be hardworking, reliable, and organized, often going above and beyond in their duties.
IQ, or Intelligence Quotient, is a measure of cognitive abilities, often associated with the g-factor. The g-factor represents general cognitive ability or intelligence, underlying specific mental abilities measured by IQ tests. It's important to note that while IQ can predict certain outcomes like academic success, it doesn't capture all aspects of human intelligence and potential [2].
Conscientiousness, IQ, and Job Performance
Research has shown that most of the variance in workplace success can be attributed to IQ and conscientiousness [3]. More intelligent people, by definition, acquire job knowledge quicker, which can explain about 26% of job performance differences in medium complexity jobs [3]. The more complex the job is, the more intelligence plays a part in job performance [3].
In addition to intelligence, conscientiousness is a significant predictor of job performance. Adding a measure of conscientiousness on top of IQ allows one to explain about 36% of a potential new hire’s eventual job performance in a medium complexity job [3]. However, there remains great uncertainty about the interpretation of IQ-job performance correlations, and caution needs to be exercised in using them as a basis for the validity of IQ tests and associated concepts [4].
Conscientiousness and Career Success
Conscientiousness has been found to be the best predictor of job performance [5]. This trait is particularly valued in the highest ranks of corporate leadership, where it is associated with hard work, reliability, and a strong work ethic [6]. However, it's worth noting that an extreme level of conscientiousness can lead to workaholism, which can have negative impacts on well-being [7].
Interestingly, conscientiousness does not necessarily lead to higher degrees of life satisfaction [8]. While conscientious individuals often report higher levels of job success and longer tenures [9], they may also struggle more when unemployed and be more averse to income loss [8].
The Role of IQ in the Workplace
While IQ can predict certain aspects of job performance, it's not the only factor that matters. Other traits, such as conscientiousness, can also play a significant role. Moreover, the importance of IQ can vary depending on the complexity of the job [3].
Furthermore, it's important to note that while IQ tests can provide useful information, they are not perfect measures of intelligence or potential. There is a wide range of cognitive abilities and talents that are not captured by IQ tests. Therefore, while IQ can be a useful tool in certain contexts, it should not be the sole criterion for hiring decisions or wage determinations.
Conclusion
In conclusion, both conscientiousness and IQ play significant roles in determining workplace success. However, these traits should be considered alongside a range of other factors, including other personality traits, skills, experiences, and the specific requirements of the job. Moreover, given the political sensitivity of these topics, it's important to approach them with caution and to base any conclusions or decisions on solid, research-backed evidence.
Works Cited
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Nisbett, R. E., Aronson, J., Blair, C., Dickens, W., Flynn, J., Halpern, D. F., & Turkheimer, E. (2012). Intelligence: New findings and theoretical developments. American Psychologist, 67(2), 130–159. Link
Potter, J. (2020). These 2 Attributes Can Be Measured In 13 Minutes And Explain Over 35 Percent Of Your Work Performance. Forbes. Link
Kuncel, N. R., Hezlett, S. A., & Ones, D. S. (2004). Academic Performance, Career Potential, Creativity, and Job Performance: Can One Construct Predict Them All? Journal of Personality and Social Psychology, 86(1), 148–161. Link
Mark, T. (2019). Which Of The Big Five Personality Traits Best Predicts Job Performance? Forbes. Link
Zhang, Y., Waldman, D. A., Han, Y., & Li, X. (2018). Paradoxical Leader Behaviors in People Management: Antecedents and Consequences. Academy of Management Journal, 61(2), 538–566. Link
Clark, M. A., Lelchook, A. M., & Taylor, M. L. (2010). Beyond the Big Five: How narcissism, perfectionism, and dispositional affect relate to workaholism. Personality and Individual Differences, 48(7), 786–791. Link
Roberts, B. W., Kuncel, N. R., Shiner, R., Caspi, A., & Goldberg, L. R. (2007). The Power of Personality: The Comparative Validity of Personality Traits, Socioeconomic Status, and Cognitive Ability for Predicting Important Life Outcomes. Perspectives on Psychological Science, 2(4), 313–345. Link
Woods, S.A., Mustafa, M.J., Anderson, N. and Sayer, B. (2018), "Innovative work behavior and personality traits: Examining the moderating effects of organizational tenure", Journal of Managerial Psychology, Vol. 33 No. 1, pp. 29-42. Link