Abstract

This study empirically tested the specificity-generality hypothesis regarding moderation of aptitude test validity by job ability requirement differences using a large sample (24,482) of Air Force enlistees in 37 different technical jobs. This was accomplished both across and within job families. In addition, the correlation of the proportion of psychometric g, measured by a test, and average test validity was estimated both within and across job families. The results failed to find moderating effects due to job differences. Furthermore, an analysis of the predictiveness of psychometric g showed that job ability differences did not moderate the relationship between the amount of g measured by a test and its score validity.