EXPLORING BLACK‐WHITE SUBGROUP DIFFERENCES OF MANAGERIAL COMPETENCIES
研究通过管理评价中心评估633名参与者（545名白人、88名黑人）的13项能力维度，发现认知负荷较高的能力（如判断力）存在显著种族差异，而认知负荷较低的能力（如人际关系）差异不显著。
This study investigates whether different job‐relevant competencies vary in terms of Black‐White subgroup differences exhibited. There were 633 participants (545 Whites, 88 Blacks) who completed a managerial assessment center that evaluated 13 competency dimensions across 8 assessment exercises. Participants also completed a cognitive ability test. The results suggest that subgroup differences vary by the content domain of the competency. As predicted, significant subgroup differences emerged for a majority of the more cognitively loaded competencies (e.g., judgment) while nonsignificant differences were associated with a majority of the less cognitively loaded competencies (e.g., human relations). Furthermore, when cognitive ability was controlled, 12 of 13 competency scores demonstrated incremental validity in predicting supervisory job performance ratings. In addition, competencies with greater cognitive load tended to more strongly predict cognitive aspects of job performance as compared to noncognitive aspects. However, competencies with less cognitive load did not differentially predict cognitive and noncognitive aspects of job performance.