Incremental validity of an empirically based measure of job characteristics

Article Abstract:

We tested the assertion of Stone and Gueutal (1985) that an empirically based measure of job characteristics can explain more of the variance in job satisfaction criteria than measures based on a priori formulations. Our second purpose was to assess whether job satisfaction mediates the relation between job characteristics and intent to leave. Surveys were administered to 742 male and female employees of a chemical manufacturing company. Results of multivariate analyses indicated that (a) job dimensions not considered by the frequently used Motivating Potential Score (MPS) operational definition of job scope contributed significantly to the explanation of variance in satisfaction with the work itself, satisfaction with other job facets, and general job satisfaction (p < .01), and (b) the effects of the job's motivating potential, danger, intellectual demands, and manufacturing orientation on withdrawal propensity were entirely mediated by general job satisfaction (p < .01) and job facet satisfaction (p < .05). These findings suggest support for the measurement of an expanded set of job characteristics. (Reprinted by permission of the publisher).

Job satisfaction

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Further investigation of common knowledge effects on job analysis ratings

Article Abstract:

Previous research (Smith & Hakel, 1979) raised the possibility that the Position Analysis Questionnaire (PAQ) only captures common knowledge, or stereotypes, about jobs. Cornelius, DeNisi, and Blencoe (1984) presented data to refute this, but found that the number or PAQ items rated does not apply (DNA) was related to the agreement between naive raters and expert raters. The present study used data from 87 analysts and 24 jobs. Naive ratings were those obtained from analysts who had not studied the job, whereas expert ratings were those obtained from raters who had observed the job, interviewed incumbents, and written task statements describing the job. These ratings were then compared to target-score profiles obtained from PAQ services. Results confirmed earlier hypotheses that large numbers of DNA items artifactually inflate correlational estimates of agreement between expert and naive raters.In addition to this artifact, results also supported the view that the PAQ is less appropriate as a job analysis tool for some types of jobs. Implications for research and practice are discussed. (Reprinted by permission of the publisher.)

Performance

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Effect of rater training on rater accuracy: levels-of-processing theory and social facilitation theory perspectives

Article Abstract:

We use levels-of-processing theory and social facilitation theory to explain the effect of training format and group size on distance and correlation accuracy, leniency-severity, halo, retention of training and pretraining information, and subject arousal. The training factor included frame-of-reference (FOR) training, information only (INFO) training, and no training (NOT). Group size was n = 1, n = 6, and n = 12, respectively. A total of 108 subjects, randomly assigned to one of nine Training X Group size conditions, viewed and rated videotaped lectures. Results indicated that FOR training effected improved retention of training information, improved distance accuracy, and less halo over INFO training or no training (p < .05). Group size significantly affected the retention of pretraining information but not the retention of training information. Discussion centers on the components of FOR training responsible for improved rating accuracy and error, the relation between rating knowledge and rating accuracy, and implications for future research. (Reprinted by permission of the publisher.)

Analysis, Employee training

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