Edward L. Levine

Accuracy or consequential validity: which is the better standard for job analysis data?

The value of research on the accuracy of job analysis is questioned. It is argued that the traditional criteria employed to evaluate job analysis accuracy (i.e., interrater agreement and deviations from proxy true scores) provide information of little practical value. Alternative criteria focusing on the consequences of job analysis data are suggested. Consequence-oriented criteria are clarified through a review of the various inferential leaps or decision points that job analysis supports. In addition, the consequences of job analysis are also thought to be a function of the rules governing the making of job-analysis-based inferences which, unfortunately, are sometimes unspecified in even the most molecular job analysis methodologies. Copyright

Evaluation Of Job Analysis Methods By Experienced Job Analysts

The article discusses a research on job analysis methods being used by experienced job analysts. Job analysis is a process wherein jobs are subdivided into elements through the application of a for...

A Meta-Analytic Investigation of the Relationship Between State Affect, Discrete Emotions, and Job Performance

The relationship between affect and job performance has been the topic of previous meta-analytic investigations. However, these studies have been limited by their focus on only one form of affect, trait dimensional affect, or failure to differentiate between various forms of affect, such as state affect and emotions. The present study extends past research by meta-analytically examining the association between state dimensional affect and discrete emotions and three dimensions of job performance, task performance, organizational citizenship behavior, and counterproductive work behavior. In addition, we examined subgroup differences according to the temporal consistency of performance and affect measurement, and we reviewed studies that assessed the affect–performance link using within-person analyses in the context of experience sampling designs.

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

This review begins by contrasting the importance ascribed to the study of occupational requirements observed in the early twentieth-century beginnings of industrial-organizational psychology with the diminishing numbers of job analysis articles appearing in top journals in recent times. To highlight the many pending questions associated with the job-analytic needs of todays organizations that demand further inquiry, research on the three primary types of job analysis data, namely work activities, worker attributes, and work context, is reviewed. Research on competencies is also reviewed along with the goals of a potential research agenda for the emerging trend of competency modeling. The cross-fertilization of job analysis research with research from other domains such as the meaning of work, job design, job crafting, strategic change, and interactional psychology is proposed as a means of responding to the demands of todays organizations through new forms of work analysis.

Cross-National Explorations of the Impact of Affect at Work Using the State-Trait Emotion Measure: A Coordinated Series of Studies in the United States, China, and Romania

This series of studies using samples drawn in three diverse cultural contexts—the United States, China, and Romania—focused on the role of discrete emotion feelings (Izard, 2009) in predicting job satisfaction and performance. Our research goals required that we develop and validate a new measure, the State-Trait Emotion Measure (STEM), which provides assessments of a diverse array of discrete emotion feelings, dispositions corresponding to these, and aggregations of these to index state and trait positive and negative affect. Positive evidence for STEMs validity allowed for rigorous tests of hypotheses, which revealed, consistently across countries, that discrete emotion feelings show variations in their relationships with outcomes of performance and satisfaction and add incrementally to their prediction over dimensional measures of positive and negative affect. At the same time, the patterns of relationships across countries (e.g., positive relationships between positive emotion feelings and job satisfaction) were consistent with past research.

The Construct Validity of Task Inventory Ratings: A Multitrait-Multimethod Analysis

This study investigated the construct validity of task inventory ratings from job incumbents and supervisors in 2 jobs on the 4 task dimensions of importance, criticality of error, difficulty to learn, and time spent. Job incumbents completed task ratings on either the typical relative scales or absolute scales developed for each dimension; supervisors completed relative ratings only. Relative ratings from incumbents and supervisors were each compared in multitrait-multimethod analyses with the absolute ratings. Ratings on all task dimensions demonstrated high convergent validity, and time spent and difficulty to learn ratings met criteria for discriminant validity in at least 1 job. Practical implications regarding redundancy among ratings on different task dimensions, the use of both incumbents and supervisors as job analysis respondents, and the use of absolute scales in task analysis are discussed.

An empirical investigation of self-esteem as a composite construct.

Abstract Three measures of chronic self-esteem, plus four measures developed to assess situational components of self-esteem (task-specific self-esteem and social self-esteem), were administered to 238 undergraduates at a large, urban university and a community college in the southeastern United States. Evidence for a composite construct of self-esteem was found. Results also indicate task-specific self-esteem correlates as high as .42 ( p p

Job analysis, personnel selection, and the ADA

Abstract The ADA will change the way employers screen and hire applicants. The notion of essential functions is central to hiring under the ADA. We explore the meaning of essential functions, including changes in perspective due to the ADA, how to conduct a job analysis to provide information in determining essential functions, and the role of essential functions in selection. We conclude by noting some challenges for job analysis under the ADA and directions for research.

Exemplary job analysis systems in selected organizations: A description of process and outcomes

Job analysis is an important aspect of human resource management. This study was conceived to further our understanding of how job analysis may best be used to enhance the variety of human resource management activities that rely on it. Nine geographically dispersed organizations, carefully selected on the basis of their exemplary job analysis functions, were each visited and their job analysis functions studied for a period ranging from one to three days. These organizations represented a wide range of industries.We found that job analysis functions are typically highly centralized and part or all of these functions are often housed in a unit dealing with compensation. The idea of a fully integrated personnel system based on a comprehensive job analysis data base is not quite ready for widespread adoption. However, a multipurpose approach, designed to serve several applications, is feasible to develop. Little progress has been made in estimating the costs of job analysis functions. Rudimentary cost estimates prepared by us on anad hoc basis revealed that the annual costs for job analysis functions ranged from

Combining personality variables and goals to predict performance

150,000 to