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Effect of Organization Size on Validity of Intelligence Score as a Predictor of Executive Success

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  • Albert Porter

    (San Jose State College, San Jose, California)

Abstract

A population of 428 pre-1944 male Stanford Graduate School of Business MBAs was analyzed for association between executive success criteria and pre-MBA-award intelligence score on either the Thorndike Examination for High School Graduates or the Ohio State University Psychological Test, controlling for size of employing organization (large N - 99, medium N - 221, and tiny N - 108). The only significant validity coefficient was -0.30 (1% level) with the criterion "job interest." The null hypothesis was rejected for that coefficient, but a warning is given against generalizing or inferring practical implications from this or any similar study at today's primitive stage of executive success prediction research. Management philosophy is undergoing a profound transition from folklore to science. Research is needed to test the validity of existing folklore practices and to test the new hypotheses of management-science scholars. Traditional intelligence tests such as the Thorndike or Ohio have not adequately shouldered the burden of proof to justify their use in executive selection, whatever the organization size.

Suggested Citation

  • Albert Porter, 1964. "Effect of Organization Size on Validity of Intelligence Score as a Predictor of Executive Success," Management Science, INFORMS, vol. 10(2), pages 385-392, January.
    • Handle: RePEc:inm:ormnsc:v:10:y:1964:i:2:p:385-392
    DOI: 10.1287/mnsc.10.2.385
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