A Meta-analysis of the Relationship between Cognitive Intelligence and the Big Five Assessed by Quasi-Ipsative Forced-choice Personality Inventories: Implications for Predicting Job Performance

• Alexandra Martínez ^[1] ; Mario Lado ^[1] ; Dámaris Cuadrado ^[1] ; Jesús F. Salgado ^[1]
  1. [1] Universidade de Santiago de Compostela

     Universidade de Santiago de Compostela

     Santiago de Compostela, España

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 41, Nº 1, 2025, págs. 19-26
• Idioma: inglés
• DOI: 10.5093/jwop2025a3
• Títulos paralelos:
  • Un meta-análisis de la relación entre la inteligencia cognitiva y los “cinco grandes” evaluados mediante inventarios de personalidad de elección forzosa quasi-ipsativos: Implicaciones para la predicción del desempeño laboral
• Enlaces
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• Resumen
  • español

    Este artículo presenta un meta-análisis de la relación entre la inteligencia cognitiva (IC) y los “cinco grandes”, evaluados mediante inventarios de personalidad de elección forzosa quasi-ipsativos (EFQI). Los resultados mostraron tamaños del efecto pequeños entre la IC y los “cinco grandes”, evaluados mediante inventarios EFQI, que oscilan entre ρ = -.02 y ρ = .10. Se ha observado que solo la apertura a la experiencia comparte validez con la IC, mostrando correlaciones ligeramente moderadas (ρ = .18). Además, el análisis de regresión múltiple indicó que la personalidad añade validez a la IC para predecir el desempeño laboral. Finalmente, se discuten las contribuciones e implicaciones prácticas de estos hallazgos.

  • English

    This article presents a meta-analysis of the relationship between cognitive intelligence (CI) and the Big Five assessed by quasi-ipsative forced-choice inventories (QIFC). The results showed small effect sizes between CI and the Big Five, assessed with QIFC inventories, ranging from ρ = -.02 to ρ = .10. It has been found that only openness to experience shares validity with CI, showing slight moderate correlations (ρ = .18). Moreover, the multiple regression analysis carried out indicated that personality increases its incremental validity over CI for predicting job performance. Lastly, the contributions and practical implications of these findings are discussed.

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