Influence of amount of job descriptive information on job analysis rating accuracy

Article Abstract:

Some research has suggested that Position Analysis Questionnaire (PAQ) ratings made by analysts who have only cursory job descriptive information are functionally identical with those of job experts. Our goals were to examine whether (a) previous claims regarding the comparability of job-naive and expert analysts generalize to non-PAQ tasks, (b) subcomponents of job analysis accuracy are similarly affected by job information, and (c) the presence of a job title alters the effect of job information on accuracy. Two hundred eighty-one naive raters evaluated 11 insurance jobs on 36 task-oriented dimensions using only the title, a job description without title, or both title and description. The Cronbach (1955) procedure was used; averaged incumbent ratings served as the standard. Our results indicate that (a) job information strongly influences differential accuracy and, to a lesser extent, differential elevation and the stereotype accuracy correlational subcomponent; (b) job information has little effect on elevation, stereotype accuracy, and the differential elevation correlation; (c) the presence of a job title is not sufficient to trigger the use of job stereotypes; and (d) none of the reduced-information groups were accurate enough to substitute for job content experts. (Reprinted by permission of the publisher.)

Job descriptions

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Dimensionality of the job element inventory, a simplified worker-oriented job analysis questionnaire

Article Abstract:

Although worker-oriented job inventories such as the Position Analysis Questionnaire (PAQ) have become very popular, the high level of verbal ability they require limits the range of situations in which they may be applied. In an effort to make the worker-oriented approach more widely applicable, Cornelius and Hakel (1978) developed the Job Element Inventory (JEI), a structured questionnaire modeled after the PAQ but with a much lower reading level. Using the approach followed when deriving the PAQ's dimensionality, we examined the factor structure of the JEI. In Study 1 we reported the results of factor and policy-capturing analysis of JEI data from 2,029 U.S. Coast Guard incumbents, and in Study 2 we reported quantitative comparisons between the JEI and PAQ factors on a sample of 85 municipal government positions. Our results indicate that JEI factors closely parallel those of the PAQ. (Reprinted by permission of the publisher.)

Human resource management, Management research

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Factors of union commitment: the case for a lower dimensionality

Article Abstract:

In 1980, the research team of Gordon, Philpot, Burt, Thompson, and Spiller developed a 48 question survey that measured member commitment to trade unions. Their research indicated that union commitment was a function of four factors: union loyalty, responsibility to the union, willingness to work for a union, and belief in unions. Their work has been simplified through a process of factor analysis to a duo-factor description of union commitment, in which the factors identified are: union attitudes and opinions, and pro-union behavioral intentions. The factor analysis method employed unrestricted maximum likelihood techniques and principal axis techniques. A shortened version of the union commitment survey questionnaire is included.

Social aspects, Labor unions, Working class, Commitment (Psychology)

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