Behavioral specificity and reliability in job analysis and job specification

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dc.contributor.authorCowgill, Marc C.en
dc.contributor.committeechairHarvey, Robert J.en
dc.contributor.committeememberFoti, Roseanne J.en
dc.contributor.committeememberHauenstein, Neil M. A.en
dc.contributor.departmentPsychologyen
dc.date.accessioned2014-03-14T21:42:08Zen
dc.date.adate2009-08-04en
dc.date.available2014-03-14T21:42:08Zen
dc.date.issued1991-12-05en
dc.date.rdate2009-08-04en
dc.date.sdate2009-08-04en
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.description.degreeMaster of Scienceen
dc.format.extentvii, 76 leavesen
dc.format.mediumBTDen
dc.format.mimetypeapplication/pdfen
dc.identifier.otheretd-08042009-040237en
dc.identifier.sourceurlhttp://scholar.lib.vt.edu/theses/available/etd-08042009-040237/en
dc.identifier.urihttp://hdl.handle.net/10919/44141en
dc.language.isoenen
dc.publisherVirginia Techen
dc.relation.haspartLD5655.V855_1991.C694.pdfen
dc.relation.isformatofOCLC# 25879342en
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.type.dcmitypeTexten
thesis.degree.disciplinePsychologyen
thesis.degree.grantorVirginia Polytechnic Institute and State Universityen
thesis.degree.levelmastersen
thesis.degree.nameMaster of Scienceen

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