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I/O Personnel Psych
LA Tech, Psych. 516, Test 1 Chapter 9
| Question | Answer |
|---|---|
| Job analysis | Define the job, specify employee behaviors necessary to perform them, then develop hypotheses about the personal characteristics necessary to perform those work behaviors. |
| Element | the smallest unit into which work can be divided without analyzing the separate motions, movements, and mental processes involved |
| Task | A distinct work activity carried out for a distinct purpose. Running a computer program, typing a letter, and unloading a truckload of freight are examples. |
| Duty | includes a large segment of the work performed by an individual and may include any number of tasks. Examples include conducting interviews, counseling employees, and providing information to the public. |
| Position | consists of one or more duties performed by a given individual in a given firm at a given time, such as clerk typist – level three. There are as many of these as there are workers. |
| Job | a group of positions that are similar in their significant duties, such as two or more mechanics-level two. A ______, however, may involve only one position, depending on the size of the organization. |
| Job family | a group of two or more jobs that either call for similar worker characteristics or contain parallel work tasks as determined by job analysis. |
| Occupation | a group of similar jobs found in different organizations at different times-for example, electricians and machinists. |
| Career | covers a sequence of positions, jobs, or occupation that one person engages in during his or her working life. |
| 8 choices of the job analyst | Activities or attributes, General or specific, Qualitative or quantitative, Taxonomy based or blank slate,Observers or incumbents and supervisors,KSA’s or KSAO’s,Single job or multiple job comparison,Descriptive or prescriptive |
| Activities or attributes | activities: what gets done or work oriented. Attributes: how the work gets done, worker oriented or KSA’s. |
| General or specific | what level of detail is needed according to what is being determined by the job analysis. |
| Qualitative or quantitative | qualitative: numerical values, quantitative: needed for cross job comparison. |
| Taxonomy based or blank slate | taxonomy based: relatively general work activities relate to a broad range of jobs. Blank slate –greater degree of detail, developing lists of job activities or attributes that apply to specific jobs or job families. |
| Observers or incumbents and supervisors | trained job analysts turn observations into qualitative descriptions or quantitative eval. of work act./attributes. Incumbents or supervisors identify act./attributes &rate them on # scales. these can be assessed for consistency. |
| KSA’s or KSAO’s | KSA’s are used to conduct attribute-oriented job analysis. Adding the O’s (other personal characteristics) allows for more attributes to be included. |
| Single job or multiple job comparison | Is the focus on a specific job or looking at similarities/differences across jobs? |
| Descriptive or prescriptive | descriptive is describing a job that already exists. Prescriptive is describing a job that does not yet exist. |
| Job description | A written statement of what a worker actually does, how they do it and why. This can be used to determine what KSA’s are necessary for the job. |
| Elements of a job description may include: | Job title, Job activities and procedures, Working conditions and physical environment, Social environment, Conditions of employment |
| Job Specifications | represent the KSAO’s deemed necessary to perform a job. (20/20 sight required for pilots)the personal characteristics for screening, selection, and placement. |
| Establishing minimum qualifications | Using job specifications to determine what makes a barely acceptable employee. |
| Interrater reliability | degree to which different raters agree on the components of a target work role or job. |
| Intrarater reliability | Measure of stability. Does the item rate the same at different times? |
| Job description validity | – valid to the extent that they accurately represent job content, environment, and conditions of employment. |
| Job specifications validity | Valid to the extent that persons possessing the personal characteristics believe necessary for successful job performance in fact do perform more effectively on their jobs than people lacking such personal characteristics |
| Direct observation and job performance | assumes job doesnt change. Observation:for jobs w/ manual, standardized, short act. includes sampling of job behaviors. analyst must be unobtrusive. Job performance:when an analyst can learn job. not for jobs w/ mental act. and concentration: lawyer |
| Functional Job analysis | used to record observed tasks. |
| Interview | most commonly used to gather information on the tasks, duties, and behaviors for physical and mental activities. The success depends partly on the skill of the interviewer. should be trained. Should interview multiple people as well as supervisors. |
| Criteria for an interview to follow: | Questions should be related to purpose of analysis, wording is clear, should not be “leading,” no loaded questions, should not ask for knowledge or info the interviewee does not have, should not be personal material the interviewee could resent. |
| SME panels | 6-10 sme's, incumbents & supervisors. a representation of the whole group of workers. SME panels: 1. develop info on tasks or KSAO’s to make job analysis questionnaires. 2. Establish links between tasks & KSAO’s, KSAO’s & test items & tasks & test items. |
| Questionnaires | cheapest/quickest method to give, usually the most time consuming/expensive to produce. Provides a larger pool of respondents and gives the most quantitative job analysis info. hard to follow up on responses. Info cannot be clarified as in interview. |
| Task inventories and checklists | types of questionnaires that used to collect information about a particular job or occupation. |
| Position analysis questionnaire, PAQ | worker oriented info, describes “how” a job gets done. better for manufacturing not professional jobs. |
| Problems with PAQ | Problems: behavioral similarities hide task differences & is college reading level. ex. police & housewives trouble shoot & respond to emergency situations, but do different tasks. |
| The PAQ has 194 items in these categories | Information input, Mental processes, Work output, Relations with other people and job context, Job element Inventory, Fleishman Job analysis survey (F-JAS), Critical Incidents |
| Information input | where and how the worker gets the information he or she uses for a job. |
| Mental processes | reasoning, planning, and decision making involved in a job |
| Work output | physical activities by the worker and the tools they use. |
| Relations with other people and job context | physical and social contexts in which the work is performed |
| Job element Inventory | JEI was based on the PAQ, but at a lower reading level (10th grade). 153 items |
| Fleishman Job analysis survey (F-JAS) | Describes jobs in terms of abilities required to perform has 21 cognitive abilities, 10 psychomotor abilities, 9 physical abilities, & 12 sensory /perceptual abilities. Rating scales define each ability, show difference from related abilities & give ex. |
| Critical Incidents | a collection of anecdotes of job behavior that describe very good or very bad job performance. (collected from supervisors, employees and others familiar with the job.) It typically gives both static and dynamic dimensions of jobs. |
| Job Analysis Wizard – (JAW) | Based on search and retrieval methods on the net, JAW gathers info on jobs. thousands of elements org. into work related dimensions. fuzzy logic. automated. electronic surveys from around the world. filters data w/ statistical software, hi res images |
| Personality | characteristics of a person that account for the consistent ways they respond to situations. (Some personality traits can be used as predictors for types of job occupations.) useful for jobs that cannot be defined by simple tasks or discrete KSA’s. |
| Personality related position requirements form | worker oriented job analysis method that assesses the extent to which each of the big five personality traits is needed for a particular job. OCEAN |
| Competency Models | form of job analysis that focuses on broader characteristics of individuals and using these to inform HR practices. more prescriptive. cant be used in place of job analysis. tries to tie individual competency requirements with those of the org. |
| DOT | – dictionary of occupational Titles – published in 1930’s to help place people in the Great Depression. Links skill supply and demand. job specific & doesnt address personal characteristics a worker needs or the context in which the job is performed. |
| O*NET | Provides comprehensive descriptions of attributes of workers and jobs. |
| 4 principles of O*NET | 1.descriptor domains w/ more views into the work. Descriptors: tasks, KSA's, work context. 2.general work activities 3.Describes occupations from broad to specific. Summarize & assign to less categories 4. Comprehensive content model using the 1st 3 |
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cjd021
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