A factor analysis of job activities.

Palmer, George J.; McCormick, Ernest J.

doi:10.1037/h0043592

Cited by 15 publications

(7 citation statements)

References 6 publications

(4 reference statements)

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“…This study examined the degree of convergence between ratings made using the holistic-judgment process in O*NET (which directly rates GWAs using single-item scales) vs traditional decomposed-judgment methods (Cunningham, 1964;Palmer and McCormick, 1961) that statistically combine ratings of multiple activity items for each GWA.…”

Section: The O*netmentioning

confidence: 99%

Holistic versus decomposed ratings of general dimensions of work activity

Gibson

Harvey

Harris

2007

Management Research News

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to examine the accuracy of the US Department of Labor's Occupational Information Network (O*NET), which, replacing the Dictionary of Occupational Titles, analyzes jobs via a hierarchical taxonomy of work in which all task-level activities are summarized into a 42-construct taxonomy of first-order generalized work activities (GWAs). Design/methodology/approach -This study examined the degree of convergence between ratings made using the holistic-judgment process in the O*NET (which directly rates GWAs using single-item scales) vs traditional decomposed-judgment methods which statistically combine ratings of multiple activity items for each GWA. Findings -Analysis of holistic O*NET general work activity ratings with decomposed commonmetric questionnaire (CMQ) ratings revealed poor convergence between holistic vs decomposed methods, low interrater agreement and a tendency for incumbents to rate higher than job analysts. Practical implications -It is believed that these results raise significant questions regarding the O*NET's plan to rely on unverified holistic ratings obtained from relatively small, volunteer samples of job incumbents to maintain its database over time. There is a clear risk of producing a database of uncertain quality and comparability with the existing analyst ratings. It is concluded that the criteria of quality, accuracy and verifiability should be paramount in efforts to develop a national database of occupational information. Originality/ value -This study is the only empirical analysis of the degree of convergence between ratings made using the holistic-judgment O*NET and a traditional decomposed-judgment job analysis. Because job analysis forms the foundation for many human resources functions, effectively setting the standards that drive recruiting efforts, establishing the criteria that are used in hiring, promoting, evaluating, and equitably compensating employees, and forming the basis for many employee training programs, it is absolutely essential that any data source utilized for these purposes should be both accurate and verifiable. This study not only furthers efforts to tests the validity of the O*NET, it als...

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Section: The O*netmentioning

confidence: 99%

Holistic versus decomposed ratings of general dimensions of work activity

Gibson

Harvey

Harris

2007

Management Research News

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“…Many of these studies were undertaken primarily to illustrate particular grouping strategies, job analysis methods, or measurement techniques that might prove useful as means of constructing job families (cf. Arvey & Mossholder, 1977;Chalupsky, 1962;Coombs & Satter, 1949;Cornelius, Carron, Si Collins, in press;Guilford, Christensen, Bond, & Button, 1954;Krzystofiak, Newman, & Anderson, 1979;Landy, 1972;Lissitz, Mendoza, Huberty, & Markos, 1979;McCormick, Finn, & Scheips, 1957 ;Mobley & Ramsay, 1973 ;Norman, 1960;Orr, I960;'Palmer & McCormick, 1961;Remstad & Rothney, 1958;Seymour, Gunderson, & Vallacher, 1973;Thomas, 1952;Thorndike, 1953;Thorndike, Hagen, Orr, & Rosner, 1957;Thurstone, 1931 Thorndike and Hagen (1959), and Schmidt, Hunter, Pearlman, & Shane (1979) have used job families primarily as a means of data reduction to facilitate the analysis, presentation, and interpretation of the authors' particular research. Some researchers have developed job family systems for purposes of model or theory development within specified areas of research (cf.…”

Section: Objectives Of Job Familiesmentioning

confidence: 99%

Job families: A review and discussion of their implications for personnel selection.

Pearlman¹

1980

Psychological Bulletin

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Reviews the personnel literature on the development of job families and discusses the implications for personnel selection. Job family development is viewed as essentially a matter of behavior classification in the world of work. Accordingly, the review focuses on the basic taxonomic issues of objective, content, and method in job family construction. The discussion section explores the implications for several related objectives in personnel selection, all of which reflect different aspects of the broader objective of generalizing selection procedure validity. It is concluded that the approaches to developing job families that emphasize either the human attribute requirements or broad content structure of jobs are likely to prove more useful for both theory development and practical application in personnel selection than are approaches based on more molecular analyses of jobs. (4 p ref)

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“…The indices of correlation considered here include the phi coefficient, or product-moment correlation in a 2 x 2 contingency table; the tetrachoric coefficient, estimated from the Thurstone diagrams (Cheshire, et al, 1938) ; the correlation from unlike signs; and an index I, proposed by B. J. Winer (Palmer & McCormick, 1961) for dealing with checklist data. The latter statistic is given by the formula which takes the algebraic sign of the numerator term.…”

Section: The Indices Of Correlation Consideredmentioning

confidence: 99%

Preparation of Item Scores for the Correlations Between Persons in a Q Factor Analysis

Guilford

1963

Educational and Psychological Measurement

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A factor analysis of job activities.

Cited by 15 publications

References 6 publications

Holistic versus decomposed ratings of general dimensions of work activity

Holistic versus decomposed ratings of general dimensions of work activity

Job families: A review and discussion of their implications for personnel selection.

Preparation of Item Scores for the Correlations Between Persons in a Q Factor Analysis

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