Exploratory comparative study of four job analysis methods

Levine, Edward L.; Bennett, Nell; Ash, Ronald A.

doi:10.1037/e578962009-009

Cited by 12 publications

(13 citation statements)

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“…An example of the type of consequence-oriented evaluation that we are endorsing here is provided by Levine, Ash, and Bennett (1980), who showed that dierent depictions of jobs analyzed by dierent methods led human resource professionals to develop very similar examination plans in the selection context. However, does a null result like this necessarily mean that the two dierent types of JA employed in that study were equally`accurate'?…”

Section: Inaccuracy As Disagreementmentioning

confidence: 91%

Accuracy or consequential validity: which is the better standard for job analysis data?

Sánchez

Levine

2000

J. Organiz. Behav.

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The value of research on the accuracy of job analysis is questioned. It is argued that the traditional criteria employed to evaluate job analysis accuracy (i.e., interrater agreement and deviations from proxy true scores) provide information of little practical value. Alternative criteria focusing on the consequences of job analysis data are suggested. Consequence‐oriented criteria are clarified through a review of the various inferential leaps or decision points that job analysis supports. In addition, the consequences of job analysis are also thought to be a function of the rules governing the making of job‐analysis‐based inferences which, unfortunately, are sometimes unspecified in even the most molecular job analysis methodologies. Copyright © 2000 John Wiley & Sons, Ltd.

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Section: Inaccuracy As Disagreementmentioning

confidence: 91%

Accuracy or consequential validity: which is the better standard for job analysis data?

Sánchez

Levine

2000

J. Organiz. Behav.

Self Cite

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“…This point of view was given greater credence when Levine et al (1980) compared four job analysis techniques with regard to their utility for personnel selection. The author, found that the different methods--job elements, critical incidents, task analysis, and tie PAQ--produced selection examination plans that differed somewhat in overall quality but not in basic content or applications.…”

Section: F Wimentioning

confidence: 99%

“…Observations such as the above raise doubts about the utility of obtaining information through detailed observations of specific jobs when the primary purpose of that information is to draw conclusions or make decisions about classes of jobs, Whether -he investigator uses trained raters or job incumbents to provide such data, the process remains a slow, costly and disruptive intrusion into the work environment (Levine et al, 1980;)goreh, 1964). This is especially true for jobs that occur with some frequency in an organization where many manhours may be required to rate even a significant portion of the individual positions.…”

Section: F Wimentioning

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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“…A study by Levine, Ash, and Bennett (1980) found that in analyzing four job classes using several different analysis methods (job elements, task analysis, position analysis, and the CIT), the CIT was rated as producing the most adequate information for performance measures.…”

Section: Methods To Identify the Exemplary Performermentioning

confidence: 99%

Integrative Literature Review: Methods in Identifying Exemplary Performance: A Review of the Literature and Implications for HRD

Smith

2008

Human Resource Development Review

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This literature review provides an analysis of relevant ASTD (American Society for Training & Development) competency studies in Workplace Learning and Performance (WLP) and other research findings related to the methodology used in identifying exemplary and average performers.These findings helped create the research model and methods used in the qualitative data collection for the rubric used for the CPLP (Certified Professional in Learning and Performance) pilot exam. This chronicle is for those who seek out a method of collection of exemplary status behaviors within their organizations.

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Exploratory comparative study of four job analysis methods

Cited by 12 publications

References 0 publications

Accuracy or consequential validity: which is the better standard for job analysis data?

Accuracy or consequential validity: which is the better standard for job analysis data?

Narrative Job Descriptions as Potential Sources of Job Analysis Ratings

Integrative Literature Review: Methods in Identifying Exemplary Performance: A Review of the Literature and Implications for HRD

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