Designing a Model for Cognitive Ability Assessment of Faculty Members in Tehran Province Universities

Document Type : Research Paper

Authors

1 PhD student in Higher Education Management, Islamic Azad University, Roodehen Branch

2 Faculty of Islamic Azad University of Roodehen

Abstract

Cognitive assessment is one of the most important topics in cognitive science. In most cognitive competency assessment models, cognitive components play an essential role in evaluating faculty members. This study aimed to design a local model for cognitive faculty assessment in faculty at Tehran province universities. The research method is a combination of exploratory types. The qualitative research method included qualitative case study and potential participants including faculty members. The sampling approach is targeted. Data collection continued until theoretical saturation. The research tool is a semi-structured interview. And content analysis in this section, cognitive competency assessment topics including 11 cognitive categories (decision making, emotional cognitive regulation, cognitive inhibition control, social cognition, cognitive creativity, attention, problem solving, metacognition, verbal skills, cognitive flexibility, working memory) on cognitive ability assessment Discovered. In the quantitative part, the research method was descriptive-survey and the statistical population in the quantitative part included faculty members of Tehran universities (national and free) who were selected using cluster sampling of 350 people. The instrument used in the quantitative section was the researcher-made questionnaire based on the network of themes of the qualitative section. Quantitative part analysis was performed by confirmatory factor analysis to determine the validity of the model. The results of the quantitative section using factor analysis technique showed that the assessment of the cognitive ability of faculty members has a structural validity.

Keywords


Arvey, R. D., Zhang, Z., Avolio, B. J., & Krueger, R. F. (2007). Developmental and genetic determinants of leadership role occupancy among women. Journal of Applied Psychology, 92(3), 693.
Bono, J. E., & Judge, T. A. (2004). Personality and transformational and transactional leadership: a meta-analysis. Journal of applied psychology, 89(5), 901.
Becker, W. J., & Cropanzano, R. (2015). Good acting requires a good cast: A meso‐level model of deep acting in work teams. Journal of Organizational Behavior, 36(2), 232-249.
Gatewood, R. & Field, H. (2001). Human resource selection. Orlando, FL: Harcourt Brace & Company.
Gottfredson, L. S. (2004). Intelligence: is it the epidemiologists’ elusive ‘fundamental -22 cause’ of socialclass inequalities in health? Journal of Personality and Social Psychology, 86,174–99.
Hough, L. M., & Oswald, F. L. (2000). Personnel selection: Looking toward the future— -23 remembering the past. Annual Review of Psychology, 51, 631‐664.
House, R. J., Shane, S. A., & Herold, D. M. (1996). Rumors of the death of dispositional research are vastly exaggerated. Academy of Management Review, 21, 203–224.
Lang, J .W. B., Kersting, M., Hulsheger, U.R, Lang, J. (2010). General mental ability, narrower cognitive abilities, and job performance: The perspective of the nested‐factors model of cognitive abilities. Personnel psychology. 63, 595-640.
Lee, N., Senior, C., & Butler, M. J. (2012). The domain of organizational cognitive neuroscience: Theoretical and empirical challenges. Journal of Management, 38, 921–931.
Lord, R. G., & Hall, R. J. (2005). Identity, deep structure and the development of leadership skill. The Leadership Quarterly, 16(4), 591-615.
Lord, R. G., & Maher, K. J. (1991). Cognitive theory in industrial and organizational psychology. Handbook of industrial and organizational psychology, 2, 1-62.
Luna G, Cullen DL, Emprowing the Faculty mentoring Redirected and Renewed. 1995.EDO-HE-95-3. The George Washington University Press.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60, 683–729.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60, 683–729.
Nithila Vincent(2010). A Constructive Model for Performance Evaluation in Higher -33 Education Institutions.4601 Mid Rivers Mall Drive Cottleville, MO 63376‐2865 636‐ 922‐8000.
Peterson, E., & Welsh, M. C. (2014). The development of hot and cool executive functions in childhood and adolescence: Are we getting warmer?. In Handbook of executive functioning (pp. 45-65). Springer, New York, NY.
Ree, M. J., Earles, J. A., &Teachout, M. S. (1994). Predicting job performance: Not much more than g. Journal of Applied Psychology, 79(4), 518-524.
Schmidt, F. L., & Hunter, J. E. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86(1), 162-173.
 SternbergR.J, Sternberg. K. (2017). Cognitive Psychology 7th Edition.
Tenopyr, M. L. (2002). Theory versus reality: Evaluation of g in the workplace. Human Performance, 15(1/2), 107-122.
Viswesvaran, C. & Ones, D. S. (2002). Agreements and disagreements on the role of general mental ability (GMA) in industrial, work, and organizational psychology. Human Performance, 15(1/2), 211-231.
Walker, A. D. Horn, Z. N. & Knott, C. C. (2012, September). Cognitive readiness: - -19 The need for a multi‐modal measurement approach. In Proceedings of the Human Factors and Ergonomics Society Annual Meeting (Vol. 56, No. 1, pp. 443‐447). Sage CA: Los Angeles, CA: SAGE Publications.