The Rise and Fall of Job Analysis and the Future of Work Analysis

Sánchez, Juan I.; Levine, Edward L.

doi:10.1146/annurev-psych-120710-100401

Cited by 76 publications

(77 citation statements)

References 155 publications

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“…Although jobs that require greater levels of competencies and are more highly valued by the firm receive greater pay, historically compensation systems inside ILMs were developed to create a sense of internal pay equity (Dulebohn and Werling 2007;Sanchez and Levine 2012).…”

Section: The Firm-size Wage Effect Across the Wage Distributionmentioning

confidence: 99%

Growing Apart: The Changing Firm-Size Wage Premium and Its Inequality Consequences

Cobb

Lin

2017

Organization Science

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Wage inequality in the United States has risen dramatically over the past few decades, prompting scholars to develop a number of theoretical accounts for the upward trend. This study argues that large firms have been a prominent labor-market institution that mitigates inequality. By compensating their low-and middle-wage employees with a greater premium than their higher-wage counterparts, large U.S. firms reduced overall wage dispersion. Yet, broader changes to employment relations associated with the demise of internal labor markets and the emergence of alternative employment arrangements have undermined large firms' role as an equalizing institution. Using data from the Current Population Survey and the Survey of Income and Program Participation, we find that in 1989, although all private-sector workers benefited from a firm-size wage premium, the premium was significantly higher for individuals at the lower end and middle of the wage distribution compared to those at the higher end. Between 1989 and 2014, the average firm-size wage premium declined markedly. The decline, however, was exclusive to those at the lower end and middle of the wage distribution, while there was no change for those at the higher end. As such, the uneven declines in the premium across the wage spectrum could account for about 20% of rising wage inequality during this period, suggesting that firms are of great importance to the study of rising inequality.Keywords firm-size wage premium, inequality, internal labor market, employment relationship Disciplines Management Sciences and Quantitative MethodsThis journal article is available at ScholarlyCommons:

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Section: The Firm-size Wage Effect Across the Wage Distributionmentioning

confidence: 99%

Growing Apart: The Changing Firm-Size Wage Premium and Its Inequality Consequences

Cobb

Lin

2017

Organization Science

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“…The interview method provides relatively quick access to information from several teams within a domain, as compared to observation in the field or simulation of task performance. Furthermore, as jobs, tasks, equipment, and work roles are not stable but rather continuously developing, experts in the field par excellence may provide valuable perspectives on future developments, and innovations, and insights into novel problems and how to deal with them (Boshuizen & van de Wiel, 2014;Lesgold, 2000;Sanchez & Levine, 2012). In fact, experts shape the advancement of their field, and may share their ideas about these developments, and how to support them by individual and organisational learning, in future-oriented interviews (Bartram, 2008;Evetts et al, 2006;Lesgold, 2000).…”

Section: Interviewsmentioning

confidence: 99%

“…In job analysis, cognitive task analysis, and knowledge elicitation, interviews are used to yield primary insights into the tasks experts perform, the knowledge and skills underlying their performance, and the conditions that shape their performance. Job analysis focuses on work activities, worker attributes, and/or work context and is used to inform human resource management practices, such as personnel selection, training, and performance management (Bartram, 2008;Sanchez & Levine, 2012). Job analysis is also a first step in job (re)design, workplace and equipment design and organising team work and provides an overview to determine what tasks need to be further scrutinised by task analysis or cognitive task analysis (Chipman, Schraagen & Shalin, 2000;Dubois & Shalin, 2000).…”

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confidence: 99%

Examining Expertise Using Interviews and Verbal Protocols

Wiel

2017

FLR

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To understand expertise and expertise development, interactions between knowledge, cognitive processing and task characteristics must be examined in people at different levels of training, experience, and performance. Interviewing is widely used in the initial exploration of domain expertise. Work and cognitive task analysis chart the knowledge, skills, and strategies experts employ to perform effectively in representative tasks. Interviewing may also shed light on the learning processes involved in acquiring and maintaining expertise and the way experts deal with critical incidents. Interviews may focus on specific tasks, events, scenarios, and examples, but they do not directly tap the representations involved in task performance. Methods that collect verbal protocols during and immediately after task performance better probe the ongoing processes in representing problems and accomplishing tasks. This article provides practical guidelines and examples to help researchers to prepare, conduct, analyse, and report expertise studies using interviews and verbal protocols that are derived from thinking aloud, dialogues or group discussions, free recall, explanation, and retrospective reports. In a multi-method approach, these methods and other techniques need to be combined to fully grasp the nature of expertise. This article shows how the cognitive processes in data collection constrain data quality and highlights how research questions guide the development of coding schemes that enable meaningful interpretation of the rich data obtained. It focuses on professional expertise and provides examples from medicine including visual tasks. This comprehensive review of qualitative research methods aims to contribute to the advancement of expertise.Keywords: expertise, interviews, verbal protocols, cognitive processing, analysis IntroductionFor this special issue on "Methodologies for studying visual expertise", the present article will discuss the qualitative research methods of interviews and verbal protocols to examine expertise and expertise development. This article aims to guide students, practitioners, and researchers new to the field of expertise research, or these types of qualitative research, when and how to use these methods to answer their research questions. Starting from a theoretical framework of expertise and cognitive processing in task performance, this article provides practical guidelines so that researchers can prepare, conduct, analyse, and report expertise studies using interviews and verbal protocols. The rationale behind the methods, as well as their strengths and weaknesses, are explained to understand how procedures should be designed to maximise the quality of the data. Although these guidelines for research are applicable to all expertise domains, the focus here is on professional expertise. Most examples will be drawn from medical expertise research, as it has a long-standing tradition of using diverse methods of verbal protocols, and includes various areas of visual expertise. Thi...

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“…Although job analysis underlies many of the initiatives undertaken by organizations to improve individual performance (e.g., selection, performance appraisal, and training), its focus in published research has declined in popularity (Cascio & Aguinis, ; Morgeson & Dierdorf, ; Sanchez & Levine, ). One reason why research on job analysis may have stalled is that there is no conclusive way of determining ‘best practices’.…”

Section: Introductionmentioning

confidence: 99%

Job analysis ratings and criterion‐related validity: Are they related and can validity be used as a measure of accuracy?

Weekley

Labrador

Campion

et al. 2019

J Occupat & Organ Psyc

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Job analysis data are largely judgements from subject matter experts (SMEs), judgements with unknown accuracy. To date, accuracy has been inferred largely based on inter‐rater reliability or agreement between SMEs and without reference to an external criterion. The current research examined job analysis rating accuracy by comparing SME importance ratings of knowledge, skills, abilities, and other requirements (KSAOs) with the validity of measures of these same KSAOs in predicting job performance. We tested hypotheses about whether SME judgement accuracy is moderated by SME job tenure, industry experience, role, self‐reported knowledge of the job, and data scrubbing. Four independent tests involving 48 separate validation studies were conducted. In three of the four samples, there was a large (r = .50 range) relationship between trait importance and trait validity, showing that job analysis ratings can be directly related to test validities and serve as a measure of job analysis accuracy. Moderator analyses showed that the best results may come from supervisors, rather than incumbents, and those who know the job extremely well (there were no differences due to SME job tenure, industry experience, or deletion of outliers). Showing a direct relationship between SME judgements and actual criterion‐related validity provides a new lens for operationalizing accuracy in job analysis research. Practitioner Points This study demonstrates that test validities can serve as a measure of accuracy, providing a new avenue for job analysis research. The most accurate job analysis ratings came from supervisors and those who reported knowing the job extremely well.

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The Rise and Fall of Job Analysis and the Future of Work Analysis

Cited by 76 publications

References 155 publications

Growing Apart: The Changing Firm-Size Wage Premium and Its Inequality Consequences

Growing Apart: The Changing Firm-Size Wage Premium and Its Inequality Consequences

Examining Expertise Using Interviews and Verbal Protocols

Job analysis ratings and criterion‐related validity: Are they related and can validity be used as a measure of accuracy?

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