Introduction

Job knowledge is an important determinant of job performance (Campbell, Gasser, & Oswald, 1996). Job knowledge assessments generally boast validity coefficients that are on par with, and sometimes better than, general mental ability assessments, which are typically thought to be the best predictors of job performance (Schmidt & Hunter, 1998). Nonetheless, research and theory on job knowledge appears to be relatively sparse when compared to that related to cognitive ability. Certainly, valid reasons exist for the focus on ability. Relative to ability, assessment of job knowledge is complex and idiosyncratic and must be considered within the context of each individual job. One major limitation of ...