Examining Rating Source Variation in Work Behavior to Ksa Linkages

Abstract

The authors thank Maury Buster for providing valuable feedback on earlier drafts of this paper. We also thank three anonymous reviewers and section Editor James Smither for insight and comments that greatly improved the quality of this paper.Correspondence and requests for reprints should be addressed to Laura E. Baranowski,

Practical Considerations for Conducting Job Analysis Linkage Exercises

“…Study 1 compares interrater agreement of linkage ratings across raters (i.e., incumbents, managers, and job analysts) and in a novel career field (i.e., security). Comparing linkage ratings within this unexplored profession provides conceptual replication and extension of the findings from Vinchur et al (1993) and Baranowski and Anderson (2005). Furthermore, this study expands upon previous research by comparing the interrater agreement of linkage data from incumbents and managers.…”

“…Based on these considerations, some argue that job analysts may be more appropriate raters (Baranowski & Anderson, 2005). In addition to providing an objective perspective, job analysts have more experience studying jobs in terms of tasks and KSAOs, often perform this type of cognitively taxing task, and are more likely to have the time required for completing linkage ratings.…”

“…More recently, Baranowski and Anderson (2005) examined linkages for nine jobs from a state government agency, and compared the linkages provided by job analysts and job experts. In addition, they differentiated between job analysts familiar with the job and naïve job analysts.…”

“…Interestingly, the above-cited empirical research did not distinguish between the types of job expert employed: incumbents or managers. Some researchers theorize that managers may be a preferred source of ratings because they can observe multiple individuals performing the same job over an extended period of time (Baranowski & Anderson, 2005). Additionally, managers may be more objective than incumbents because they are less likely to benefit directly from inflated job analysis ratings.…”

An Organizational Psychology Perspective to Examining Computer Security Incident Response Teams

“…12 For example, the task statement "triage malware" should require the KSA "skill in handling mal ware" but not the skill "monitoring teammates' perfor mance. " Conducting thorough task and linkage analyses at the individual level can reinforce, expand on, and in some cases, refute previously accepted KSAs, and therefore will better inform hiring managers about the specific set of KSAs CSIRT employees need to perform their tasks.…”