Job Analysis: Current and Future Perspectives

Voskuijl, Olga F.

doi:10.1002/9781405164221.ch2

Cited by 12 publications

(9 citation statements)

References 50 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Participants were then asked, “Which candidate do you think is more likely to have expressed dissatisfaction?” Participants were asked to select one of the two candidates (differing in attractiveness). We referred to jobs as “tasks” since a job usually refers to one or more tasks a person is hired to perform on a more or less permanent basis (Voskuijl, 2005), and the situation we examined in our studies focused on a single work segment. Thus, in the context of our studies, tasks and jobs were synonyms.…”

Section: Methodsmentioning

confidence: 99%

Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

Lee

Pitesa

Pillutla

et al. 2018

Journal of Personality and Social Psychology

View full text Add to dashboard Cite

People generally hold positive stereotypes of physically attractive people and because of those stereotypes often treat them more favorably. However, we propose that some beliefs about attractive people, specifically, the perception that attractive individuals have a greater sense of entitlement than less attractive individuals, can result in negative treatment of attractive people. We examine this in the context of job selection and propose that for relatively less desirable jobs, attractive candidates will be discriminated against. We argue that the ascribed sense of entitlement to good outcomes leads to perceptions that attractive individuals are more likely to be dissatisfied working in relatively less desirable jobs. When selecting candidates for relatively less desirable jobs, decision makers try to ascertain whether a candidate would be satisfied in those jobs, and the stereotype of attractive individuals feeling entitled to good outcomes makes decision makers judge attractive candidates as more likely to be dissatisfied in relatively less (but not more) desirable jobs. Consequently, attractive candidates are discriminated against in the selection for relatively less desirable jobs. Four experiments found support for this theory. Our results suggest that different discriminatory processes operate when decision makers select among candidates for relatively less desirable jobs and that attractive people might be systematically discriminated against in a segment of the workforce. (PsycINFO Database Record

show abstract

Section: Methodsmentioning

confidence: 99%

Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

Lee

Pitesa

Pillutla

et al. 2018

Journal of Personality and Social Psychology

View full text Add to dashboard Cite

show abstract

“…Job design is the subsequent outcome of this process. According to Voskuijl (2005), the typical components of a job analysis/design are a job description (i.e., duties and responsibilities) and a job specification (i.e., profile and qualifications). Correspondingly, it is acknowledged that jobs should be designed by considering the knowledge, skills, abilities, and personalities of the individuals performing those jobs (Afsar et al, 2015).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

Conscientiousness and cognitive skills in security sphere: Associations and configurations

Contreras-Pacheco

Lesmez-Peralta

Ardila

2022

Problems and Perspectives in Management

View full text Add to dashboard Cite

In balancing the mission of state security forces and bodies, private security guards are expected to provide partial fulfillment to society’s sturdy desire for safety and security. They exert responsibility for protecting housing and commercial communities, as well as institutions and critical infrastructure systems, including manufacturing, utilities, transportation, and health and educational facilities. Acknowledging that these individuals must possess specific capabilities for a satisfactory level of performance, this study aims to empirically explore how those capabilities interact to obtain a good fit for their job. In order to accomplish this objective, the paper scrutinizes the insights of 94 Colombian security guards. It examines the potential associations (through a partial least squares-structural equation modeling) and configurations (through a fuzzy-set qualitative comparative analysis) between the personality trait of conscientiousness and two relevant cognitive skills: mental agility and visual memory. The findings revealed coincidences and contradictions between techniques and addressed constructs’ arrangements to understand how individual capabilities are associated with work outcomes. Even though conscientious individuals tend to perceive strong compatibility with the security job, the skills under study display signs of being contingent on obtaining the same work attachment effect. This study concludes that a security guard’s job specification must privilege the possession of a conscientiousness trait and, if possible, self-perception of proficiency in cognitive skills, such as mental agility and visual memory, to obtain a correct fitting for the job.

show abstract

“…We used an observational approach to job analysis [34]. A purposeful sample of six CHWs was identified in Malawi and ten in Ghana, who were subjectively identified by their supervisors and managers as being high performers.…”

Section: Case Presentationmentioning

confidence: 99%

“…Each interviewee was asked to undertake a sorting task based on the job-element method [34], in which they rated each KSA used in the job analysis described in stage 2 in two ways: (1) as “could be trained in” or “should be demonstrated on entry to training”; and (2) as “essential”, “important” or “nice-to-have”. The results are shown in Fig.…”

Section: Case Presentationmentioning

confidence: 99%

Case study of a method of development of a selection process for community health workers in sub-Saharan Africa

et al. 2019

View full text Add to dashboard Cite

BackgroundChoosing who should be recruited as a community health worker (CHW) is an important task, for their future performance partly depends on their ability to learn the required knowledge and skills, and their personal attributes. Developing a fair and effective selection process for CHWs is a challenging task, and reports of attempts to do so are rare. This paper describes a five-stage process of development and initial testing of a CHW selection process in two CHW programmes, one in Malawi and one in Ghana, highlighting the lessons learned at each stage and offering recommendations to other CHW programme providers seeking to develop their own selection processes.Case presentationThe five stages of selection process development were as follows: (1) review an existing selection process, (2) conduct a job analysis, (3) elicit stakeholder opinions, (4) co-design the selection process and (5) test the selection process. Good practice in selection process development from the human resource literature and the principles of co-design were considered throughout. Validity, reliability, fairness, acceptability and feasibility—the determinants of selection process utility—were considered as appropriate during stages 1 to 4 and used to guide the testing in stage 5. The selection methods used by each local team were a written test and a short interview.ConclusionsWorking with stakeholders, including CHWs, helped to ensure the acceptability of the selection processes developed. Expectations of intensiveness—in particular the number of interviewers—needed to be managed as resources for selection are limited, and CHWs reported that any form of interview may be stressful. Testing highlighted the importance of piloting with CHWs to ensure clarity of wording of questions, interviewer training to maximise inter-rater reliability and the provision of guidance to applicants in advance of any selection events. Trade-offs between the different components of selection process utility are also likely to be required. Further refinements and evaluation of predictive validity (i.e. a sixth stage of development) would be recommended before roll-out.

show abstract

Job Analysis: Current and Future Perspectives

Cited by 12 publications

References 50 publications

Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

Perceived entitlement causes discrimination against attractive job candidates in the domain of relatively less desirable jobs.

Conscientiousness and cognitive skills in security sphere: Associations and configurations

Case study of a method of development of a selection process for community health workers in sub-Saharan Africa

Contact Info

Product

Resources

About