Job Analysis for Knowledge, Skills, Abilities, and Other Characteristics, Predictor Measures, and Performance Outcomes

Abstract

Job analysis is the process of discovering the nature of a job. It typically results in an understanding of the work content, such as tasks and duties, understanding what people need to accomplish the job (the knowledge, skills, abilities, and other characteristics), and some formal product such as a job description or a test blueprint. Because it forms the foundation of test and criterion development, job analysis is important for personnel selection. The chapter is divided into four main sections. The first section defines terms and addresses issues that commonly arise in job analysis. The second section describes common work-oriented methods of job analysis. The third section presents a taxonomy of knowledge, skills, abilities, and other characteristics along with worker-oriented methods of job analysis. The fourth section describes test validation strategies including conventional test validation, synthetic validation, and judgment-based methods (content validation and setting minimum qualifications), emphasizing the role of job analysis in each. The last section is a chapter summary.

Personality and the ADA: Ameliorating fairness concerns and maintaining utility

“…With a greater focus on narrower personality facets, it is imperative that researchers and practitioners document the relationship between specific personality facets and job performance. As is often the case, a thorough job analysis is the central means through which I-O researchers and practitioners can accumulate the necessary evidence to link (a) facets of personality to job performance (b) personality facets to essential work behaviors, and (c) essential work behaviors to job performance (Brannick, Cadle, & Levine, 2012). Up to this point, I-O psychologists have primarily substantiated the use and utility of personality by accumulating evidence for the first link.…”

“…Determining core elements of job performance There has been a long-standing concern in our field to work toward a clearer understanding of the criteria we rely upon in our research and practice. Calls by numerous I-O psychologists repeatedly highlight that it is incumbent on the I-O community to carefully consider the centrality and robustness of the performance constructs measured, its connection to overall job performance, and the link between KSAOs and specific job performance facets (Brannick et al, 2012). The positive impact of this approach to the science and practice of I-O psychology is self-evident.…”

Considering Age Diversity in Recruitment and Selection: An Expanded Work Lifespan View of Age Management

“…Moreover, there is still debate in the literature regarding the relative value of work versus worker-oriented approaches to job analysis (e.g. Morgeson and Dierdorff 2011 ;Brannick et al 2012 ) versus the contributions of competency-based approaches to work analysis (Campion et al 2011 ).…”

The role of working environment in nurses’ career advancement from nursing mangers’ perspectives: A qualitative study

“…[7] Intrapersonal factors include nurses' personality characteristics, self-efficacy, psychological factors and personal motivates. [9] While, interpersonal interactions, peer networks and supportive working environment constitute interpersonal factors. [10] Continuing education, family support, and nurse' participation influence on determinant of human resources.…”

“…[4,12] Literature review indicates that organisational characteristics are considered as affecting indices on career advancement. [7][8][9][10] Organisational features such as working environment influence nurses' career advancement through empowerment. [6] Inappropriate working environment contribute to leaving nursing profession, decreasing persistence and a barrier to nurses' career advancement.…”