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  • 1
    Electronic Resource
    Electronic Resource
    EXPERT AND NAIVE RATERS USING THE PAQ: DOES IT MATTER? (1984)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 37 (1984), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: A finding by Smith and Hakel (1979) is that job expert ratings on the PAQ correlate highly with ratings obtained from college students who are given no information about jobs other than their titles. One possible explanation for this finding is that the PAQ measures only trivial or common knowledge about work that both experts and naive observers possess. This particular view, of course, has serious implications for the use of the PAQ. In this paper we point out a problem in the way Smith and Hakel calculated the convergent validity between expert raters and naive raters. We also present the results from a replication study that indicate convergent validities are much lower than those reported by Smith and Hakel. Additional points are presented in order to caution against the interpretation that the PAQ measures only common knowledge about jobs.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb00522.x
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    JOB CLASSIFICATION APPROACHES AND THE IMPLEMENTATION OF VALIDITY GENERALIZATION RESULTS (1984)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 37 (1984), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This paper compares two job classification methods for showing the appropriateness of cognitive tests in settings that were not involved in supplying data for a validity generalization analysis. One approach was an elaborate quantitative procedure that involved a lengthy job inventory and a multivariate item analysis. This approach was shown to be highly successful when applied to the responses from 1179 job inventories collected in 54 petroleum-petrochemical plants from 30 different companies. The other procedure involved simple job classification judgments by supervisors and incumbents. This latter approach was shown to be as effective, but was much less time consuming and costly. Professional and legal implications of these findings are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1984.tb01448.x
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    A COMPARISON OF GLOBAL JUDGMENT VS. TASK ORIENTED APPROACHES TO JOB CLASSIFICATION (1981)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 34 (1981), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: The purpose of this study was to determine the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure involving measures of task overlap among jobs. To accomplish this, 8 foreman jobs in a chemical processing plant were analyzed and compared on 237 task statements. In addition, 15 foremen incumbents and 17 supervisors evaluated the similarities among the same 8 foremen jobs in a paired comparisons rating task. The task-oriented job analysis required hundreds of man-hours to complete; the rating task took 15 minutes. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and the task-oriented data led to identical conclusions. Also, it was found that incumbent ratings produced the same results as ratings from supervisors. Uses, advantages, and disadvantages of the procedure are outlined.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1981.tb01430.x
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  • 4
    Electronic Resource
    Electronic Resource
    DIMENSIONS OF WORK OUTCOMES: A MULTIDIMENSIONAL SCALING APPROACH (1980)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 33 (1980), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: There exists a need for basic research on the nature of work outcomes, to facilitate integration of theory and results and to aid in the sampling of outcomes for research and evaluation. Existing research, primarily using factor analysis, has led to a hierarchical model, with numerous sub-factors grouped under the major factors of “intrinsic” and “extrinsic.” Recent research, however, has shown that industrial/organizational psychologists do not agree on the definition of intrinsic and extrinsic. It is argued that a more useful approach is a dimensional model, which allows each work outcome to be described by a set of values on multiple dimensions. A multidimensional scaling analysis of 21 outcomes yields a latent structure with three dimensions: value attached to the outcome by society, level of psychological need met, and extent to which the outcome is inherent in the work itself. Implications for the sampling of outcomes and integration of different literature are discussed. The results suggest that a multidimensional model of work outcomes is more useful than a categorical approach built on the intrinsic/extrinsic dichotomy.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1980.tb02169.x
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    Paper (German National Licenses)
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  • 5
    Electronic Resource
    Electronic Resource
    JOB ANALYSIS MODELS AND JOB CLASSIFICATION (1979)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 32 (1979), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: Recent research in job classification has focused on the appropriate data analysis model for analyzing the similarities and differences among jobs. In the present research, the data analysis model is held constant, and the type of job analysis data is varied to examine the effect on the resulting job classification decisions. Seven foremen jobs in a chemical processing plant were analyzed using three different levels of job analysis data: task-oriented, worker-oriented, and abilities-oriented. All three sets of data were analyzed using the same hierarchical clustering procedure. Results indicated that the number and type of resulting job clusters was clearly dictated by the type of job analysis data that was used to compare the foremen jobs. Practical implications of these findings are presented.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1979.tb02341.x
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    A METHODOLOGICAL APPROACH TO JOB CLASSIFICATION FOR PERFORMANCE APPRAISAL PURPOSES (1979)
    Oxford, UK : Blackwell Publishing Ltd
    Personnel psychology 32 (1979), S. 0 
    Details
    ISSN: 1744-6570
    Source: Blackwell Publishing Journal Backfiles 1879-2005
    Topics: Psychology
    Notes: This paper illustrates a methodological approach to classifying jobs for the purpose of developing performance evaluation instruments. The approach was to administer a worker-oriented job inventory to 2,023 incumbents across several jobs and several levels of responsibility (rank) in the U. S. Coast Guard. The data from the job inventory were then analyzed using Tucker's Three-Mode Factor Analysis. Output from the three-mode factor analysis was used to identify combinations of jobs and ranks for which separate appraisal instruments could be developed. In addition, output from the three-mode factor analysis was used to suggest the content of the various appraisal instruments. Advantages, applications, and limitations of this approach are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1111/j.1744-6570.1979.tb02135.x
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    Paper (German National Licenses)
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  • 7
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    The effect on leniency of justifying performance ratings to a supervisor (1981)
    Provincetown, Mass., etc. : Periodicals Archive Online (PAO)
    Journal of Psychology. 108:2 (1981:July) 211 
    Details
    ISSN: 0022-3980
    Topics: Psychology
    URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pao:&rft_dat=xri:pao:article:1140-1981-108-02-000009
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  • 8
    Electronic Resource
    Electronic Resource
    A monte carlo investigation of recovery of structure by alscal (1977)
    Springer
    Psychometrika 42 (1977), S. 401-428 
    Details
    ISSN: 1860-0980
    Keywords: three-way multidimensional scaling ; individual differences models ; Monte Carlo research
    Source: Springer Online Journal Archives 1860-2000
    Topics: Psychology
    Notes: Abstract A Monte Carlo study was carried out to investigate the ability of ALSCAL to recover true structure inherent in simulated proximity measures. The nature of the simulated data varied according to (a) number of stimuli, (b) number of individuals, (c) number of dimensions, and (d) level of random error. Four aspects of recovery were studied: (a) SSTRESS, (b) recovery of true distances, (c) recovery of stimulus dimensions, and (d) recovery of individual weights. Results indicated that all four measures were rather strongly affected by random error. Also, SSTRESS improved with fewer stimuli in more dimensions, but the other three indices behaved in the opposite fashion. Most importantly, it was found that the number of individuals, over the range studied, did not have a substantial effect on any of the four measures of recovery. Practical implications and suggestions for further research are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1007/BF02293658
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