O*NET's theoretical contributions to job analysis research.

Campion, Michael A.; Morgeson, Frederick P.; Mayfield, Melinda S.

doi:10.1037/10313-020

Cited by 13 publications

(10 citation statements)

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“…Due to the breadth of these data, it is difficult to obtain estimates of their overall reliability and validity. However, estimates calculated using specific portions of O Ã NET generally demonstrate strong psychometric properties (Campion, Morgeson, & Mayfield, 1999;Converse et al, 2004;Jeanneret & Strong, 2003;McCloy, Waugh, Medsker, Wall, Rivkin, & Lewis, 1999;Peterson et al, 2001). That being said, it is important to note here that all situational information provided by O Ã NET occurs at the occupation level of analysis.…”

Section: Net)mentioning

confidence: 91%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

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SummaryDebates about the utility of conscientiousness as a predictor of job performance have focused primarily on mean effect size estimates, despite theoretical and empirical reasons to expect variability across situations. The present study meta-analytically demonstrates that occupation-level situational strength is one important source of this variability. Consistent with theory, predicted uncorrected conscientiousness-performance correlations ranged from r ¼ .09 to .23 (overall performance) and r ¼ .06 to .18 (task performance), with stronger correlations observed in weak occupations. These results highlight the need for continued inquiry into the nature of situational strength, its impact on other predictor-outcome relationships, and the implications of these issues vis-à-vis theory and practice.

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Section: Net)mentioning

confidence: 91%

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

2009

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“…Job complexity. To assess the job complexity of participants' occupations, we matched the 2000 Standard Occupational Codes to occupational information contained in O ‫ء‬ NET, which represents the most comprehensive information on occupations ever compiled (Campion, Morgeson, & Mayfield, 1999;Peterson et al, 2001). Because the 2000 Standard Occupational Codes were available only for 2002 and 2004, we averaged job complexity scores over those two periods.…”

Section: Level 2 (Between-individual) Measuresmentioning

confidence: 99%

Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings.

Judge¹,

Livingston²

2008

Journal of Applied Psychology

147

161

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This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was positively related to earnings, gender significantly predicted the slope of this relationship: Traditional gender role orientation was strongly positively associated with earnings for men; it was slightly negatively associated with earnings for women. Occupational segregation partly explained these gender differences. Overall, the results suggest that although gender role attitudes are becoming less traditional for men and for women, traditional gender role orientation continues to exacerbate the gender wage gap.

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“…Because classical test theory can only estimate one source of error at a time, some have suggested adopting a generalizability theory perspective (Campion et al, 1999;Sanchez and Levine, 2000). Generalizability theory is concerned with the dependability of behavioral measures (Cronbach et al, 1972), where dependability involves the accuracy of generalizing from an observed score to the average score obtained over a wide range of situations (Shavelson and Webb, 1991).…”

Section: Generalizability Theorymentioning

confidence: 99%

Accuracy in job analysis: toward an inference-based model

Morgeson

Campion²

2000

J. Organiz. Behav.

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Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been conceptualized. This points to difficulties in the prevalent ‘true score’ model upon which many of these discussions have been based. We suggest that discussions of job analysis accuracy would benefit from a consideration of the validity of job analysis inferences, as a complement to the more traditional focus on the validity of job analysis data. Toward this end, we develop a model of the inferences made in the job analysis process, outline some of the ways these inference could be tested, and discuss implications of this perspective. Copyright © 2000 John Wiley & Sons, Ltd.

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O*NET's theoretical contributions to job analysis research.

Cited by 13 publications

References 0 publications

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

A meta‐analytic investigation into the moderating effects of situational strength on the conscientiousness–performance relationship

Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings.

Accuracy in job analysis: toward an inference-based model

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