Showing papers in "Personnel Psychology in 1983"
TL;DR: A review of some of the conceptual and methodological progress that has been made in the area of climate research is presented in this paper, where a discussion of current thinking on the etiology of climates follows, and an integrative conceptual scheme is developed.
Abstract: A review of some of the conceptual and methodological progress that has been made in the area of climate research is presented. A discussion of current thinking on the etiology of climates follows, and an integrative conceptual scheme is developed. This perspective is based on Mead's (1934) symbolic interactionism as the process through which individuals come to attach meaning to events. Implications of this approach to the etiology of climates are discussed with respect to measurement issues, the management of climate acquisition in organizations, and the change and development of climates over time.
1,204 citations
TL;DR: In this article, the usefulness of single-item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of overall job satisfaction include consideration of variables typically not measured by job satisfaction instruments was explored.
Abstract: Empirical data indicate that global measures of job satisfaction are not equivalent to the sum of the facet satisfactions. The purposes of this study were to explore the usefulness of single-item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of job satisfaction include consideration of variables typically not measured by job satisfaction instruments. Subjects are 185 employees working within two research and development units of two multinational corporations. The short-form Minnesota Satisfaction Questionnaire was used to obtain the sum of the facet satisfactions. Two single-item global questions of overall satisfaction were also used. One required a yes-no response and the second, a 1–5 rating response. Information about perceived determinants of job satisfaction, overall satisfaction with the job, satisfaction with occupational choice, career progress, and overall satisfaction with non-job related events was obtained through semi-structured interviews. Results indicate that defining overall job satisfaction as the sum of the evaluations of the discrete elements of which the job is composed, may lead to neglect of major determinants of job satisfaction. The “whole” appears to be more complex than the sum of the presently measured parts. Results also suggest that the 1–5 global rating of overall job satisfaction may be a more inclusive measure of overall job satisfaction than summation of many facet responses.
859 citations
TL;DR: In this article, the authors report on the socialization practices most available to new employees and the extent to which these practices are seen by newcomers as being helpful in becoming effective organizational members.
Abstract: This study reports on the socialization practices most available to new employees and the extent to which these practices are seen by newcomers as being helpful in becoming effective organizational members. The results showed that socialization practices are differentially available to newcomers, and perceptions of their helpfulness vary. The helpfulness of various socialization practices as reported by newcomers appears to affect their feelings of subsequent job satisfaction and commitment.
423 citations
TL;DR: In this article, the authors examined the scale characteristics of two widely used measures of organizational commitment: Porter et al. (1974) and Hrebiniak and Alutto (1972).
Abstract: This study examines the scale characteristics of two widely utilized measures of organizational commitment. Using data collected from a sample of 1,105 professional accountants, the findings indicated that while both instruments exhibited a high degree of internal reliability, the Porter et al. (1974) instrument exhibited significantly greater predictive validity with respect to intended turnover than did the Hrebiniak and Alutto (1972) instrument. However, for a limited sample of data, no difference was found between the predictive ability of the two measures with respect to actual turnover. In addition, the relationship between a set of ten common predictor variables and organizational commitment was found to be substantially greater when commitment was measured using the Porter et al. instrument.
256 citations
TL;DR: In this article, the extent of assumed sex differences in preferences for work attributes was explored utilizing data from five representative national samples, and the results indicated only minimal differences in preferred job attributes between males and females.
Abstract: The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.
139 citations
TL;DR: In this article, three economic concepts (variable costs, taxes, and discounting) are applied and incorporated into the previous utility formulas proposed by Brogden (1946), Cronbach and Gleser (1965), and Schmidt, et al. (1979, 1982).
Abstract: Three economic concepts (variable costs, taxes, and discounting) are applied and incorporated into the previous utility formulas proposed by Brogden (1946, 1949), Cronbach and Gleser (1965), and Schmidt, et al. (1979, 1982). The resulting utility model indicates that the previous formulas are deficient and can produce upwardly biased utility estimates. Empirical examples based on published research (e.g., Schmidt, et al., 1982) are presented indicating the substantial magnitude of the bias given realistic levels of variable costs, taxes, and discount rates. The present utility model is used to adjust for such bias and is shown to provide a more complete and precise utility definition. Implications for future research are discussed.
135 citations
TL;DR: In this article, the authors determine whether an affective response affects the dimensionality of perceptual measures of organizational climate and find that partialing job satisfaction out of responses to an organizational climate questionnaire served to improve the dimension of the climate instrument.
Abstract: The purpose of this study was to determine whether an affective response affects the dimensionality of perceptual measures of organizational climate. To accomplish this 8,938 nonsupervisory employees of a large utility completed both an organizational climate questionnaire and a measure of job satisfaction. The raw scores on the climate instrument were factor analyzed. Then the job satisfaction scores were partialed out of the intercorrelations of the items making up the climate instrument and the residual scores were submitted to a factor analysis. The results suggest that partialing job satisfaction out of responses to an organizational climate questionnaire served to improve the dimensionality of the climate instrument.
123 citations
TL;DR: In this article, a review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process.
Abstract: Some of the more fundamental characteristics of peer evaluations were reviewed and their striking industrial validity was noted. Subsequently, the theories put forth to account for the validity of peer evaluations were examined and found to be wanting. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process. This theory was then related to the characteristics of peer evaluation and certain applied implications were suggested. It was concluded that further empirical research along these lines might have some value.
101 citations
TL;DR: In this article, two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees.
Abstract: Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed.
94 citations
TL;DR: This article found that Japanese attach greater importance to socially beneficial values in contrast to the American emphasis on individuality and straightforwardness, while Japanese also showed greater valuation of accomplishments and, on the motivational instrument, more interest in advancement, money, and forward striving.
Abstract: There have been recent claims in the popular literature about the superiority of the Japanese-inspired participative principles of “Theory Z” management for business productivity. Yet motivational and value differences that might support these principles have seldom been evaluated psychometrically. In response to this need, middle-aged Japanese and American business managers were administered the Rokeach Values Survey and a questionnaire measure of upward mobility desires (Sarnoff). Results showed the Japanese attached greater importance to socially beneficial values in contrast to the American emphasis on individuality and straightforwardness. Yet the Japanese also showed greater valuation of accomplishments and, on the motivational instrument, more interest in advancement, money, and forward striving. Since the latter characteristics tend to be those most associated with success, it is suggested that achievement and advancement motivation may be one fuel for Japanese productivity and collective actions only their method for disciplining and rewarding it.
68 citations
TL;DR: In this article, the authors used the job choice exercise to measure managerial motivation and found that those who scored high managerial motivation had higher managerial performance than others, had a higher managerial promotion rate than others and were more likely to be campus leaders than others; however, no difference between the sexes or between races was found on either the high or low managerial motivation measure in a nationwide sample of 1,417.
Abstract: Relying on McClelland's theory of need for Achievement (n Ach) and need for Power (n Pow) this paper hypothesizes that high managerial motivation consists of both high n Ach and high n Pow, and that low managerial motivation consists of both low n Ach and low n Pow. Using the Job Choice Exercise, which is a decision modeling approach to the measurement of n Ach and n Pow, 172 respondents from several different samples were investigated to test these hypotheses. Those who scored high in managerial motivation had higher managerial performance than others, had a higher managerial promotion rate than others, were more likely to be campus leaders than others, or were more likely to be managers than blue collar workers. The opposite was found for low managerial motivation except for managerial performance where there was insufficient data. No difference between the sexes or between the races was found on either the high or the low managerial motivation measure in a nationwide sample of 1,417. Based on these results, the managerial selection implications and early identification of managerial talent implications are discussed.
TL;DR: In this article, a priori power analysis should be a major consideration in any test of an hypothesis, and that alpha level adjustment should be viewed as a useful strategy for increasing power.
Abstract: Alternative strategies for optimizing statistical power in applied psychological research are considered. Increasing sample size and combining predictors in order to yield a useful effect size are well-known tactics for increasing power. A third approach, increasing alpha, is rarely used because of zealous adherence to convention. There are two related aspects in setting the alpha level. First, the relative seriousness of Type I and Type II errors must be considered. This assessment must then be qualified and redetermined after taking into account the prior probability that an effect exists. Procedures that make these processes objective are demonstrated. When sample size and effect size are both fixed, increasing alpha may be the only feasible strategy for maximizing power. It is concluded that a priori power analysis should be a major consideration in any test of an hypothesis, and that alpha level adjustment should be viewed as a useful strategy for increasing power.
TL;DR: In this article, the authors studied interviewer reliability, validity, and strategy for information integration by analysis of data across interviewers and, also, by within, individual interviewer analysis.
Abstract: Interviewer reliability, validity, and strategy for information integration were studied by analysis of data across interviewers and, also, by within, individual interviewer analysis. Candidates (N= 412) for selection to a military division of a national defense organization were interviewed by 10 female interviewers and assessed on nine behaviorally anchored dimensions. Candidates (N = 131) subsequently admitted to officers' training school were evaluated, for the purposes of this study, on 19 dimensions and on an overall evaluation taken at six and twelve week points. Results of analyses of data across interviewers indicated that interviewers functioned in a similar fashion, using few of the dimensions in their decisions whereas analyses of individual interviewers indicated higher reliability and individual differences among interviewers' strategy formation. Analysis across interviewers of the relationship of the interview decision to six and twelve week training performance evaluations indicated no validity for the interview decision. Analysis of individual interview strategies revealed differences among the interviewers only at the six week point. Results are discussed with regard to methodological problems, interview strategy differences, criteria dimensionality, fruitfulness of individual, within interviewer analyses, and purpose of the interview.
TL;DR: In this article, the authors describe a study in which results of a behavior modeling training program for sales representatives were evaluated in relation to effects on the sales performance of the participants, showing that sales representatives who received the behavior modelling training increased their sales by an average of 7% during the ensuing six-month period, while their counterparts in the control group stores showed a 3% decrease in average sales.
Abstract: Past research on the effects of behavior modeling training has rarely focussed on actual changes in job performance. This paper describes a study in which results of a behavior modeling training program for sales representatives were evaluated in relation to effects on the sales performance of the participants. Sales associates selling large appliances, radios, and television sets for a large chain retailer in seven stores in one metropolitan area participated in a behavior modeling training program designed to improve their sales effectiveness. Before and after comparisons were made in their sales records with similar sales associates in seven matched stores who participated in other kinds of sales training during the same period. Sales representatives who received the behavior modeling training increased their sales by an average of 7% during the ensuing six-month period, while their counterparts in the control group stores showed a 3% decrease in average sales. The extra effort entailed in obtaining the needed sales records seemed to be worthwhile in providing convincing evidence of the value of the training.
TL;DR: In this paper, the authors conducted factor analysis on managers' and employees' satisfaction with a performance appraisal system and found that the largest portion of variance accounted for in the employee sample pertained to general satisfaction with the system whereas for managers it pertained with the types of ratings made on the appraisal form.
Abstract: Questionnaires were administered to managers and employees in a large multinational corporation to assess satisfaction with various aspects of a performance appraisal system. Comparisons of managers' and employees' satisfaction were made by conducting factor analyses for each sample. The results indicate moderate similarity between the two groups. However, two significant differences were revealed by the analysis. First, there is evidence that employees perceive certain aspects of the appraisal system in a global way, whereas managers differentiate among various components and see them as distinct entities. Second, the relative importance of the factors differs between the two groups. The largest portion of variance accounted for in the employee sample pertained to general satisfaction with the system whereas for managers it pertained to the types of ratings made on the appraisal form. The results are discussed in terms of the different perspectives managers and employees have in the appraisal process.
TL;DR: In this paper, the authors examined the effects of candidate characteristics on simulated management promotion decisions and found that potential, assessment center information, and position were important in selecting finalists and rating the extent to which a candidate was considered.
Abstract: This study examined the effects of candidate characteristics on simulated management promotion decisions. Seventy-two managers from three organizational levels participated as decision makers in a half-day exercise. Four candidate characteristics were manipulated: potential for advancement, the availability of assessment center information, current position, and sex. Other characteristics such as tenure and past performance were controlled by randomly distributing levels of the attributes across candidates or holding the attributes constant. The results showed that potential, assessment center information, and position were important in selecting finalists and rating the extent to which a candidate was considered. Two interactions, potential by position and sex by position, indicated that configural relationships played a significant role in the promotion decisions. Participants' perceptions of the importance of the information paralleled the statistical importance of the information. The external validity of the study was supported by comparing the results to data on actual promotion decisions. The results are discussed in terms of the value of different information and how it is processed in evaluating and selecting candidates for promotion.
TL;DR: In this paper, the authors found that using specific examples with either no numbers or one unfavorable statement produced the most positive perceptions of the recommendee, and that the example specificity and favorability main effects increased several positive perceptions.
Abstract: Ninety-eight personnel directors each read one variation of a letter of recommendation contained in a 2 (specific examples versus no examples) X 2 (numerical data versus nonspecific adjective modifiers) X 2 (favorable letter versus one unfavorable statement) factorial design. A survey of their perceptions revealed that the example specificity and favorability main effects increased several positive perceptions of the recommendee. Example specificity also enhanced the perceived credibility of the letter writer. The letter variations containing specific examples with either no numbers or one unfavorable statement produced the most positive perceptions of the recommendee. One implication of these findings is that writers of letters of recommendation should emphasize specific performance examples. Whether citing numerical data or negative information is effective requires further study.
TL;DR: In this paper, the relationship between recruiting source and employee success was examined using a racially mixed sample (N= 1400) of store clerks, and the results suggest that for Whites, informal recruiting sources (e.g., employee referrals, in-store notices) were associated with longer tenure, generally confirming earlier research.
Abstract: Using a racially mixed sample (N= 1400) of store clerks, the relationship between recruiting source and employee success was examined. The results suggest that for Whites, informal recruiting sources (e.g., employee referrals, in-store notices) were associated with longer tenure, generally confirming earlier research. For Blacks, more formal sources (e.g., employment agencies, media announcements) were associated with longer tenure. These results are discussed in terms of their implications for practice.
TL;DR: In this article, a review of the literature on personnel selection for physically demanding jobs is presented, with a focus on the special EEO sensitivities of physical abilities selection, including the assessment of human physical abilities, the measurement of physical requirements of jobs, and the physical abilities personnel selection studies reported in the literature.
Abstract: Improvement in personnel selection systems for physically demanding jobs is needed due to equal employment opportunity (EEO) considerations, concern for worker physical well-being, and the lack of alternative procedures. After addressing the special EEO sensitivities of physical abilities selection, the literature is reviewed from a variety of disciplines on: (1) the physiological background underlying the selection strategies, (2) the assessment of human physical abilities, (3) the measurement of physical requirements of jobs, and (4) the physical abilities personnel selection studies reported in the literature. Conclusions are provided in the form of recommendations for future research.
TL;DR: In this article, it is suggested that single-sample cross-validation estimates possess no clear-cut advantages over formula estimates, and thus are not worth the effort or the loss of degrees of freedom.
Abstract: The most commonly used cross-validation design involves drawing a single sample and partitioning that sample into derivation and holdout subsamples. This type of design allows one to adjust for random sampling error, but like formula estimates of cross-validity, is insensitive to violations of sampling assumptions. As is shown in a small Monte Carlo study, results obtained in non-representative samples, which are known to be invalid in the population, will nonetheless hold up well under cross-validation when single-sample designs are employed. It is suggested that single-sample cross-validation estimates possess no clear-cut advantages over formula estimates, and thus are not worth the effort or the loss of degrees of freedom.
TL;DR: In this paper, the consistency and loci of leniency, halo, and range restriction effects in performance ratings were investigated in a longitudinal study, where ratings were provided by approximately 90 supervisors in a metropolitan police department, who rated approximately 350 police-rank subordinates on five occasions over a three and one-half year period.
Abstract: The consistency and loci of leniency, halo, and range restriction effects in performance ratings were investigated in a longitudinal study. Ratings were provided by approximately 90 supervisors in a metropolitan police department, who rated approximately 350 police-rank subordinates on five occasions over a three and one-half year period. Rating effects were computed separately as rater-and ratee-based statistics, and intercorrelated among the five rating periods. The nature of the data set made it possible to hold either raters or ratees constant for each analysis, thus permitting inferences regarding the sources of reliable variance in effects as due to raters or ratees. It was concluded that reliable variance in mean ratings is partly attributable to ratees, but mainly introduced by raters. Reliable halo variance is attributable to raters, and range restriction is a product of stable group performance variability within intact ratee groups. Implications of these results for future rating process research are discussed.
TL;DR: In this article, the effects of the number of observers present during behavioral rehearsal (one or ten) and the presence or absence of videotaped replays of each rehearsal attempt on accurate reproduction of a model's performance were assessed.
Abstract: This study was done to assess the effects of the number of observers present during behavioral rehearsal (one or ten) and the presence or absence of videotaped replays of each rehearsal attempt on accurate reproduction of a model's performance. The study was done as part of a behavior modeling training program designed to teach college students eight key behaviors for doing on-the-job training. Thirty-six students were drawn from two evening business school courses and randomly assigned to three experimental conditions (i.e., one observer/videotaped feedback, large group observing/videotaped feedback, and large group observing/no videotaped feedback) during the behavioral rehearsal portion of the program. This investigation revealed that the presence of one observer and videotaped feedback enhanced reproduction scores. Reproduction was measured by three different methods. Possible theoretical explanations for these results are discussed. Implications for the practice of behavior modeling are suggested.
TL;DR: In this article, the authors examined managers' perceptions of subordinates' performance, attributions and leader behaviors employed toward subordinates from the standpoint of cross-situational consistency and specificity in leader-subordinate dyads.
Abstract: : Manager's perceptions of subordinates' performance, causes (attributions) of subordinates' performance, and leader behaviors employed toward subordinates were examined from the standpoint of cross-situational consistency versus cross-situational specificity in leader-subordinate dyads. Cross-situational consistency would be indicated if managers' perceptions of performance, attributions, and leader behaviors were stable over different stress situations, whereas cross-situational specificity would be indicated if these same perceptions indicated reliable variation, as a function of stress situations. Empirical results for 377 Navy managers provided strong support for cross-situational specificity. Results are discussed in relation to prior research, generated by interactional theory on consistency versus specificity of responses across situations, and in relation to research and developmental needs in leadership, attribution theory, and performance evaluation. (Author)
TL;DR: In this paper, a content-oriented strategy was used to develop three "alternative" selection inventories designed to reflect the content domain of positions held by attorneys employed with a large federal agency.
Abstract: A content-oriented strategy was used to develop three “alternative” selection inventories designed to reflect the content domain of positions held by attorneys employed with a large federal agency. These inventories and three “traditional” inventories were completed by 329 of the agency attorneys as part of a concurrent validation study. Criterion-related validities of two of the “traditional” inventories (a Background Inventory and an Interest and Opinion Inventory) and one of the alternative inventories (an “Accomplishment Record”SM Inventory were shown to be both statistically and practically significant. The special features and advantages of the “Accomplishment Record” Inventory as an alternative selection procedure are discussed.
TL;DR: In this article, a laboratory experiment was designed to test the effect of group member interdependence on supervisory performance ratings, and the results showed that supervisors rated the poor performer higher and the good performer lower when the group was portrayed as highly interdependent than when group members were relatively independent.
Abstract: A laboratory experiment was designed to test the effect of group member interdependence on supervisory performance ratings. Subjects played the role of supervisors in charge of evaluating members of a three-person work group which was constructed to include two good performers and one poor performer. Supervisors were either told that group members would work closely together (high interdependence) or independently (low interdependence). As hypothesized, supervisors rated the poor performer higher and the good performers lower when the group was portrayed as highly interdependent than when the group members were relatively independent.
TL;DR: In this article, the authors demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides, which was used to evaluate verbal ability selection tests using the rating criterion.
Abstract: This study demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Work behavior items were developed by staff from 6 state psychiatric hospitals, placed in a content validity questionnaire using the Lawshe format, and given to a representative sample of 38 aides and supervisors. Seventy-eight of 83 items were found to be significantly job-relevant using the computation procedures of both Lawshe and Aiken. After the significant items were grouped into 4 categories with high interjudge agreement and placed in a rating scale format, ratings were obtained on 72 psychiatric aides from 4 hospitals. Items in the 4 categories were found to be internally consistent using coefficient alpha. Significant but low concurrent validities were established for 2 verbal ability selection tests using the rating criterion. The validities found were interpreted to be especially significant when the factors of low selection ratio, restriction in range, and limited rater training were considered.
TL;DR: A review of the literature on counseling in business and industry can be found in this article, which summarizes what is known about the extent to which personal and career counseling services exist within industry and the effectiveness of various counseling programs in dealing with specific employee problems or concerns.
Abstract: This paper reviews the literature on counseling in business and industry. It summarizes what is known about (a) the extent to which personal and career counseling services exist within industry and (b) the effectiveness of various counseling programs in dealing with specific employee problems or concerns. The review is divided into three major sections. The first describes various programs and research involving counseling for personal problems. This is followed by a summary of efforts by industry to provide various forms of career counseling and guidance. Finally, the last section offers several conclusions about the current state of counseling in industry and discusses some implications for future research and evaluation such as the need for more clarity in what is typically referred to as counseling, increased specification of objectives and outcome criteria, comparison of different types of counseling approaches, a broader examination of the extensiveness of counseling in industry, and a higher standard for practitioner-oriented magazines which publish articles about counseling in industry.
TL;DR: In this paper, a field study examined the reactions of non-exempt employees to utilizing a "compressed word schedule" (i.e., 12-hour shifts) for staffing a continuous process plant which operated 24-hours per day/seven days per week.
Abstract: This field study examined the reactions of non-exempt employees (N=671) to utilizing a “compressed word schedule” (i.e., 12-hour shifts) for staffing a continuous process plant which operated 24-hours per day/seven days per week. The 12-hour shifts were fixed with shifts changing at noon and at midnight. Based upon previous research, it was hypothesized that employees who had actually worked the 12-hour schedule would be more positive towards it than would employees who had never worked it. This was found to be the case. For example, those who had worked the 12-hour schedule saw the compressed schedule as being less fatiguing, saving on commuting cost and time, providing a more regular sleep pattern, and providing more usable time off. A second hypothesis concerned only those working the 12-hour shift. It was hypothesized that those employees working the 12 PM to 12 AM shift would be “less out of phase” with physiological and social rhythms and, thus, react more positively to the 12-hour shift than employees working the 12 AM to 12 PM shift. This hypothesis was strongly supported.
TL;DR: In this article, a study was conducted to determine the extent to which a number of job evaluation methods, differing in methodology, and presently in use within South Africa, would in fact supply similar classifications.
Abstract: There is a belief that any job evaluation method, when correctly applied to a series of jobs, will result in approximately the same rating classification as that supplied by any other method for the same job series. This study was aimed primarily at a determination of the extent to which a number of job evaluation methods, differing in methodology, and presently in use within South Africa, would in fact supply similar classifications. Correlation coefficients among the sixteen participating organisation job evaluation point ratings for a sample of jobs which were heterogeneous in terms of type and level within the job hierarchy, ranged from .93 to .99 with an average of .98. Coefficients for the same sample of jobs divided into a high prestige category and a low prestige category, ranged from .60 to .99 and .86 to .99 respectively. Correlation coefficients among point ratings for the same organisations but for a second sample of jobs, homogeneous in terms of type and level within the job hierarchy, ranged from .75 to .99 with an average of .90. These results indicate a high degree of agreement among job evaluation methods in assigning point ratings, irrespective of job type and level within the hierarchy.
TL;DR: In this article, a task analysis was conducted to determine the extent to which six jobs from a single classification in one organization were similar in their task composition, and MAN-OVA results demonstrated that five were significantly different.
Abstract: A task analysis was conducted to determine the extent to which six jobs from a single classification in one organization were similar in their task composition. Of the six jobs studied, MAN-OVA results demonstrated that five were significantly different. Follow-up analyses indicated that there were practically significant differences between the jobs. These results suggested that selection options would be affected and that differing training and evaluation procedures should be used. The practical implications of these findings for selection, training, performance appraisal and job grouping are discussed.