Convergence Among Data Sources, Response Bias, and Reliability and Validity of a Structured Job Analysis Questionnaire

Smith, Jack; Hakel, Milton D.

doi:10.1111/j.1744-6570.1979.tb02340.x

Cited by 73 publications

(101 citation statements)

References 13 publications

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“…The convergence of job analysis sources complements the literature on the common-knowledge effects in job analysis (Smith & Hakel, 1979). In those studies, considerable convergence has been found between trained analysts and untrained raters using limited information.…”

Section: Discussionmentioning

confidence: 90%

Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

Spector¹,

Jex²

1991

Journal of Applied Psychology

251

177

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Much of the evidence in support of job characteristics theory is limited to incumbent reports of job characteristics. In this study, job characteristics data from three independent sources--incumbents, ratings from job descriptions, and the Dictionary of Occupational Titles--were used. Convergent validities of incumbent reports with other sources were quite modest. Although incumbent reports of job characteristics correlated significantly with several employee outcomes (job satisfaction, work frustration, anxiety on the job, turnover intentions, and number of doctor visits), the other sources showed few significant correlations, except for number of doctor visits. Caution is urged in the use of incumbent self-reports of job characteristics as indicators of actual work environments. New methods for studying job characteristics are suggested.

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Section: Discussionmentioning

confidence: 90%

Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

Spector¹,

Jex²

1991

Journal of Applied Psychology

251

177

View full text Add to dashboard Cite

show abstract

“…We chose a relatively uncommon job for two reasons. First, it might preclude the activation of job stereotypes (DeNisi, Cornelius, & Blencoe, 1987;Smith & Hakel, 1979). Second, none of the expert consultants had previously determined the competencies of this job.…”

Section: Competency Modeling Taskmentioning

confidence: 99%

Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment.

Lievens¹,

Sánchez²

2007

Journal of Applied Psychology

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A quasi-experiment was conducted to investigate the effects of frame-of-reference training on the quality of competency modeling ratings made by consultants. Human resources consultants from a large consulting firm were randomly assigned to either a training or a control condition. The discriminant validity, interrater reliability, and accuracy of the competency ratings were significantly higher in the training group than in the control group. Further, the discriminant validity and interrater reliability of competency inferences were highest among an additional group of trained consultants who also had competency modeling experience. Together, these results suggest that procedural interventions such as rater training can significantly enhance the quality of competency modeling.

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“…In a related study Smith and Hakel (1979) used the PAQ to obtain job analysis rating-from job incumbents, supervisors, trained job analysts, and students. …”

mentioning

confidence: 99%

Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

Jones

Main

Butler

et al. 1982

Personnel Psychology

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The present study investigated whether narrative job descriptions could be converted to quantitative rating scores using traditional job analysis questionnaire techniques. Detailed written descriptions of 121 job categories in a military health care facility were rated using the Position Analysis Questionnaire (PAQ). Indices of interrater agreement suggested acceptable levels of agreement for job dimension scores derived from these ratings. Further, when regressed against GATB abilities estimates, the job dimension scores produced values very similar to those reported by previous studies using the PAQ. Finally, cluster analyses of the 121 job categories suggested that the dimensions reflected important differences and similarities among the job categories and thus provided a viable means of grouping jobs into higher order families. Potential uses for data derived from narrative job descriptions are discussed.

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Convergence Among Data Sources, Response Bias, and Reliability and Validity of a Structured Job Analysis Questionnaire

Cited by 73 publications

References 13 publications

Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

Relations of job characteristics from multiple data sources with employee affect, absence, turnover intentions, and health.

Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment.

Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

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