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dc.contributor.authorCowgill, Marc C.en
dc.date.accessioned2014-03-14T21:42:08Zen
dc.date.available2014-03-14T21:42:08Zen
dc.date.issued1991-12-05en
dc.identifier.otheretd-08042009-040237en
dc.identifier.urihttp://hdl.handle.net/10919/44141en
dc.description.abstractJob analysis, narrowly defined, refers to the collection of data describing job-related behaviors and the characteristics of the job environment. Job specification refers to the process of inferring required traits or abilities necessary for a desired level of job performance. Differences in the judgmental processes involved in these two functions were explored by (a) investigating the potential schema- or stereotype-based nature of job specification ratings, and (b) assessing the relationship between behavioral specificity and interrater reliability. These concerns were investigated through the use of 3 groups of subject raters: one group possessing extensive job knowledge, one group possessing some degree of job familiarity, and one group possessing little or no job knowledge. All subjects completed a job analysis instrument (the Job Element Inventory) and a job specification instrument (the Threshold Traits Analysis; TTA). Contrary to predictions, little evidence was uncovered to suggest extensive schema-usage on the part of TTA raters. In addition, the 2 instruments achieved similar levels of interrater reliability among the 3 subject groups. However, marginal support was found for the notion that behaviorally specific items generate higher reliability the less-specific items, and in replication of previous findings, job-naive raters were found unable to achieve the reliability of subject matter experts. Suggestions for future research are offered.en
dc.format.extentvii, 76 leavesen
dc.format.mediumBTDen
dc.format.mimetypeapplication/pdfen
dc.language.isoenen
dc.publisherVirginia Techen
dc.relation.isformatofOCLC# 25879342en
dc.relation.haspartLD5655.V855_1991.C694.pdfen
dc.rightsIn Copyrighten
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/en
dc.subject.lccLD5655.V855 1991.C694en
dc.subject.lcshJob analysisen
dc.titleBehavioral specificity and reliability in job analysis and job specificationen
dc.typeThesisen
dc.contributor.departmentPsychologyen
dc.description.degreeMaster of Scienceen
thesis.degree.nameMaster of Scienceen
thesis.degree.levelmastersen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.disciplinePsychologyen
dc.contributor.committeechairHarvey, Robert J.en
dc.contributor.committeememberFoti, Roseanne J.en
dc.contributor.committeememberHauenstein, Neil M. A.en
dc.type.dcmitypeTexten
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-08042009-040237/en
dc.date.sdate2009-08-04en
dc.date.rdate2009-08-04en
dc.date.adate2009-08-04en


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