Determining important tasks within jobs: a policy-capturing approach

Article Abstract:

The job holders' process for judging overall task importance was analyzed using a policy-capturing approach. Sixty incumbents of four jobs rated their respective tasks on five dimensions (e.g., task difficulty) and on the criterion, overall task importance. The results indicated that incumbents' judgments of importance were primarily reflective of task criticality and difficulty of learning the task. Composites of task importance formed from these two component dimensions were found to be more reliable and convergent with average ratings of overall importance than holistic judgments of importance or judgments of relative time spent. In addition, a Q-mode factor analysis indicated that most incumbents used a linear combination of task criticality and difficulty of learning the task regardless of the job they held, suggesting that a composite of these two measures may be generalizable across jobs. (Reprinted by permission of the publisher.)

Analysis, Psychological research, Job analysis

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On the choice of scales for task analysis

Article Abstract:

One hundred and one incumbents of 25 service jobs rated their respective tasks on relative time spent, difficulty of learning, criticality, and overall importance. Although scale convergence varied as a function of job title, task criticality and importance ratings were similar and presented low to moderate levels of convergence with both time-spent and difficulty-of-learning ratings. Different composites of task importance were compared. All composites and the overall judgments of importance were moderately correlated with each other and shown similar levels of interrater agreement. Several conclusions regarding the choice of scales and the use of composites in task analysis are drawn. (Reprinted by permission of the publisher.)

Employee selection

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A second look at the relationship between rating and behavioral accuracy in performance appraisal

Article Abstract:

The accuracy of ratings concerning ratees' strengths and weaknesses was hypothesized to correlate with the accuracy of memories concerning ratees' behaviors, although delay of the rating task was expected to attenuate this relationship. In contrast, because it was presumed that raters would rely on their on-line impressions to formulate holistic evaluations, no association between accuracy of overall ratee evaluations and behavioral accuracy was hypothesized. The results of a laboratory study (N=26) supported these predictions, suggesting that accurate behavioral memories might help in formulating accurate evaluations of ratees' strengths and weaknesses. (Reprinted by permission of the publisher.)

Behavioral assessment, Employee performance appraisals, Performance appraisals

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