Derivation and implications of a meta-analytic matrix incorporating cognitive ability, alternative predictors, and job performance

A variety of recent articles in the personnel selection literature have use d analyses of meta-analytically derived matrices to draw general conclusion s for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance. We build upon a starting matrix used by Schmitt, Rodgers, Chan , Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alon e to predict job performance (in the absence of cognitive ability) lowers t he potential for adverse impact. However, in contrast to recent claims, adv erse impact continues to occur at many commonly used selection ratios. Futu re researchers are encouraged to use our matrix and to expand upon it as ne w primary research becomes available. We also report and reaffirm many meth odological lessons along the way, including the many judgment calls that ap pear in an effort of this magnitude and a reminder that the field could ben efit from even greater conceptual care regarding what is labeled an "altern ative predictor." Directions for future meta-analyses and for future primar y research activities are also derived.