摘要:

Further evidence is presented on the reliability and validity of the Job Components Inventory (JCI), a recently developed job analysis technique. The JCI covers the use of tools and equipment, physical and perceptual requirements, mathematical requirements, communication requirements, decision‐making and responsibility requirements. Results of a study of 75 postmen and postwomen and seven supervisors are reported. Inter‐rater reliability, supervisor‐job incumbent agreement and inter‐office agreement were all found to be high. This study indicates that the JCI can be used to analyse jobs other than low skill youth jobs for which it was originally d

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00160.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

The German government's programme on the ‘humanization of work’ is one of the largest efforts to improve working conditions through close cooperation between employers, unions and academia. An important feature of this programme is an extensive subprogramme to facilitate transfer of research findings, development results and experiences to practitioners and wider interested publics. A government‐edited publication series is integral to such transfer activities. The first 20 book publications of this series are summarized and evaluated on the basis of 12 evaluative criteria derived in part from the programme's own goals. In spite of some notable deficiencies among the first publications (e.g. lack of basic research and integrative theorizing), it is argued that they cannot be taken as evidence of a failure of the programme as a whole. This is confirmed by the support of all interested parties for its continu

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00161.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

This article presents some critical comments on the validity generalization procedure which has been presented by Schmidt, Hunter and others. They have put forward a method for testing the hypothesis that the variance in validity coefficients across situations for job‐test combinations is due to what they consider to be statistical artifacts. The Schmidt‐Hunter approach is criticized on the following points: the compilation of validity data, the use of criterion measures, and the test of the hypothesis of no situational specificity. Further, the relation between the concepts ‘situational specificity’ and ‘validity generalization’ is considered. In addition, it is noted that Schmidt, Hunter and others have defined the concept ‘situation’ in a different way than classical writers. It is concluded that the Schmidt‐Hunter approach to validity generalization shows fundamental shortcomings. As a consequence their far‐reaching conclusions for the practice of personnel selection should be c

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00162.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

Considerable confusion exists in the burnout literature about the similarities and separateness among the constructs of burnout, depression and job satisfaction. This study examined the construct validity of burnout using Campbell&Fiske's multitrait‐multimethod approach. The constructs of burnout, depression and orderliness (chosen as a discriminant construct) were assessed by three types of self‐report instruments. Data were analysed for 181 females and 139 male faculty members who spent at least 50 per cent of their time in teaching. Results indicated that measures of burnout largely met Campbell&Fiske's criteria for construct validity: burnout measures possessed adequate to good internal reliability and convergent validity. However, burnout measures also correlated substantially with measures of depression. Results are discussed in terms of possible explanations for the substantial overlap that has been demonstrated among measures of burnout, depression and job satisfact

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00163.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

Over the past 15 years, a considerable body of literature has built up concerning the automation of psychological tests. Most of this research has been in the area of clinical testing, and may be unfamiliar to many of those involved in occupational assessment. However, the growth of office automation over the past few years has provided the hardware support needed for the development of automated personnel assessment techniques in industry and commerce. The present paper: (1) reviews the major developments in the field of automated testing, bringing together the literature from the clinical and occupational fields; (2) describes the potential provided by microcomputers for the development of new forms of testing; (3) outlines certain problems peculiar to automated testing; and (4) describes the possible future development of ‘expert’ personnel assessment and selection decision support syst

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00164.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

This study investigated, in the field, differences in the transfer and retention of training in using micrometers, of two groups of young trainees. The experimental group were motor‐vehicle servicing trainees and the control group were information technology trainees. The results showed that (i) there was no difference between trainees of the two groups in end‐of‐training tests when they were trained from scratch, though the information technology trainees retained the skill better; (ii) experimental subjects, who had learned the micrometer skill one year previously, were more effectively trained to use it in a new trade than were control subjects, who lacked previous experience; (iii) experimental subjects, who had learned the micrometer skill one year previously, were not more effectively trained to use a vernier height‐gauge. Results are discussed in terms of the level of skill at which a possible transfer mechanism may be supposed to operate. Evidence is presented of effective transfer of training between two skills very closely related at the motor level. Failure of transfer of training between two skills related at a somewhat higher level of abstraction is shown. The question of transfer of training between two skills not closely related at these lower levels, but related at a yet higher level of abstraction, is di

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00165.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY

摘要:

Book reviewed in this article:The Measurement of Work Performance: Methods, Theory and Applications. By Frank J. Lanvy&James L. Farr.Performance Measurement and Theory. Edited by Frank Lanvy, Shelwn Zeveck&Jeanette Cleveland.Human Performance and Productivity. Edited by Bdwin A. Fleishman.Volume 1:Human Capability Assessment. Edited by M. D. Dunnette&E. A. Fleishman.Volume 2:Information Processing and Decision Making. Edited by W. C. Howell&E. A. Fleishman.Volume 3:Stress and Performance Effectiveness. Edited by E. A. Alluisi&E. A. Fleishman.Stress Research: Issues for the Eighties. Edited by Cary L. Cooper.Stress and Fatigue in Human Performance. Edited by Robert Hockey.Employee—Organization Linkages. The Psychology of Commitment, Absenteeism and Turnover. By R. T. Mowday, L. W. Porter&R. M. Steers.Mass Unemployment: Plant Closing and Community Mental Health. By T. F. Buss&F. Stevens Redburn With J. Waldron.White Collar Unemployment: Impact and Stress. By Stephen Fineman.How to Survive Unemployment, By Robert Nathan&Michael Syrett.Work and Retirement. By Stanley Parker.Interviewing for Selection Decisions. By G. M. Bolton.Testing in Selection Decisions. By G. M. Bolto

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1984.tb00166.x

出版商:Blackwell Publishing Ltd    

年代:1984

数据来源: WILEY