Multidimensional analysis of worker-oriented and job-oriented verbs.

Allen, John C.

doi:10.1037/h0026722

Journal of Applied Psychology

1969

DOI: 10.1037/h0026722

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Multidimensional analysis of worker-oriented and job-oriented verbs.

John C. Allen¹

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1970

1972

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Cited by 3 publications

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“…Over one-fifth of all the personnel selection materials reviewed for this 3 year period dealt with the selection and employment of the disadvantaged. Even so, the hard fa cts have proved elusive.…”

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confidence: 99%

Personnel Selection

Bray¹,

Moses²

1972

Annu. Rev. Psychol.

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The field of personnel selection has received a great deal of attention in the 3-year period covered by this review-January 1, 19681, , through Decem ber 31, 1970 In some respects it has been a period of discovery-the recent discovery, as noted by Campbell (30), of minority and disadvantaged groups has undoubtedly changed the complexion of the field. The specter of per sonnel selection by civil legislation has evoked considerable interest by parties both within and outside the profession. This in many ways has served as an impetus not only to discover new techniques but also to critically examine current practices concerning the full utilization of the disadvantaged, blacks, women, the elderly, and other special groups.At the same time, so me serious questions have been raised concerning personnel research strategies. A highly simplified, but rather typical, per sonnel selection research strategy frequently follows this format: Give job applicants an aptitude test of some sort, hire some of them, get ratings of job performance, correlate test scores with performance ratings, add more tests, use elaborate statistical methods, hopefully arriving at a degree of prediction which, in light of the selection ratio, is of some practical useful ness. The adequacy of this model, although vastly superior to the still all too common buy test-use test-no research approach, has in the past 3 years been questioned increasingly. The forces influencing the model in the direc tion of greater sophistication were already apparent in 1969, or even before, as noted by Owens & Jewell (155). They have intensified in the intervening years.Perhaps chief among these forces was the pressure, legal and otherwise, for fair employment practices. The demand for unbiased selection methods focused on testing and consequently placed personnel psychologists in an unaccusto med limelight. Such attention proved to be embarrassing, not only because testers had ignored minority groups but, as importantly, because the quality of research done even on the majority group left much to be de sired.Faced with renewed interest and pressures regarding selection practices, the general tenor of response has been disappointing. To some extent the 1 The helpful contrib utions of James R. Huck are gratefully acknowledged. , Articles appearing before and after this period are included where they pro vide continuity. 545 189 Annu. Rev. Psychol. 1972.23:545-576. Downloaded from www.annualreviews.org Access provided by University of California -San Francisco UCSF on 02/03/15. For personal use only. Quick links to online content Further ANNUAL REVIEWS

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confidence: 99%

Personnel Selection

Bray¹,

Moses²

1972

Annu. Rev. Psychol.

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Psychology of Men at Work

Hinrichs¹

1970

Annu. Rev. Psychol.

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Toward Empirical, Practicable, Comprehensive Task Taxonomy

Bennett

1971

Hum Factors

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Considerable interest has developed in task taxonomy. Rational approaches are too simple. Empirical classifications based on performance will ultimately be forthcoming. A more readily available technique is described and illustrated where judgments of task verbs serve as data which are intercorrelated and factor-analyzed. In the study, four broad task dimensions were found: cognitive, social, procedural, and physical. Major problems in task taxonomy include the use of job-oriented rather than worker-oriented verbs and the inability to define the level of a task. A well-developed task taxonomy would aid both system designers and researchers on task performance.

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Multidimensional analysis of worker-oriented and job-oriented verbs.

Cited by 3 publications

References 12 publications

Personnel Selection

Personnel Selection

Psychology of Men at Work

Toward Empirical, Practicable, Comprehensive Task Taxonomy

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