Showing papers on "Job analysis published in 1989"

The Role of the Manager: What's Really Important in Different Management Jobs

Abstract: This article presents a study on the differences in management roles and activities across different levels and functions within an organization. The study asked more than a thousand managers to rate the relative importance of a number of managerial tasks to their jobs. It identified seven major factors or groups of management tasks. It confirmed that there are differences in the importance of managerial tasks across marketing, manufacturing and administrative functions. The study also revealed that the similarities of managerial tasks are greater than the differences. The practical implication of this finding is that a common approach to selecting, training and developing managers may developed within an organization.

The prevalence of musculo-skeletal symptoms in supermarket workers

Abstract: The Victorian Branch of the Shop Distributive and Allied Employees Association became concerned in 1985 by the large number of cases of musculo-skeletal symptoms being reported by members working in food and grocery supermarkets. With the support of the Victorian Occupational Health and Safety Commission a survey was carried out which was aimed at determining the prevalence of such symptoms, and identifying associated factors. A questionnaire designed to establish the presence of musculo-skeletal symptoms was administered to all employees of seven supermarkets ranging in size from 15 to 171 employees, with a response rate of 73%. The staff of supermarkets were predominantly young, female and transient. One-third reported regular symptoms in some part of their body. Prevalence rates were calculated for body area and department. The checkout department had the highest rates for almost all body areas. The lower back, lower limbs and feet were the body areas with the highest rates. Postures and activities of a sample of job categories in each department were sampled at 10 s intervals for periods of 30 min for a total of 1000 observations for each department. A positive and significant correlation was found between proportion of time spent standing and symptoms in the lower limb and foot, especially in the checkout department where 90% of the time was spent standing in one place. It was concluded that there was an excess of symptoms appearing in checkout operators, and therefore, the operating methods of the checkout department warrant revision.

The impact of participation in budgeting and job difficulty on managerial performance and work motivation: A research note☆

Abstract: This study examined the interactive effect of participation and job difficulty on managerial performance and work motivation in a budgetary context. Using middle-level managers from six companies working in various functional areas as subjects, this study found that managerial performance was high where perceived participation was commensurate with perceived level of job difficulty. On the other hand, performance was low where participation was not commensurate with the perceived level of job difficulty. No significant interactions were obtained with respect to work motivation.

The Relationship Between Job Security and Employee Health

Abstract: The relationship between perceived job security and employee health was examined in two manufacturing organizations. A significant relationship was found between health and job security using globa...

Strategic job analysis

Abstract: The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future. Given a rapidly changing internal and external world it is likely that many jobs will change in the future. This article reviews some new techniques that, when added to traditional job analysis procedures, may facilitate strategic planning for the development of personnel procedures such as selection and training. Examples of the new technique are presented, followed by a discussion of some topics requiring future thought and research.

Putting Together the Pieces: A Closer Look at the Determinants of Job Performance

Abstract: A considerable amount of research has been and continues to be conducted concerning the determinants of individual job performance. A number of diverse perspectives have formed the basis of this research, including theories involving general abilities, motivation, feedback, leadership, and group processes. There is clearly a need for an integration of these theoretical perspectives so that researchers can gain a better understanding of the direct and indirect relationships associated with job performance. This article proposes a conceptual framework to guide researchers interested in the causal modeling of job performance.

Paths to the job satisfaction of bank employees

Abstract: Using a sample of 267 bank employees, this study traced the paths to the job satisfaction of employees at the workplace through the quality of life factors of job involvement and sense of competence. Results indicated that personal, job, and organizational climate factors influenced the ego investment or job involvement of people in their jobs, which in turn influenced the intrapsychic reward of sense of competence that they experienced, which then directly influenced employees' job satisfaction. Implications of these findings for managers are discussed.

Handbook of Task Analysis Procedures

Abstract: Preface Introduction: How to Use This Book Part I: Overview of Task Analysis Part II: Learning Analysis Techniques Part III: Job/Skill/Behavior Analysis Techniques Part IV: Subject Matter/Content Analysis Techniques Part V: Information Gathering Tools for Task Analysis Techniques Bibliography Index

Advances in selection and assessment.

Abstract: Perspectives JOB ANALYSIS: Job Analysis for Personnel Selection Some Advantages and Problems of Job Analysis CRITERIA: Criteria for Selection Criteria and Individual Assessment Criterion Measures in Selection Research PERSONNEL SELECTION METHODS: Personnel Selection Methods Comments on Personnel Selection Methods SELECTION AS A SOCIAL PROCESS: Selection as a Social Process: From Scapegoat to Golden Hen META-ANALYSIS: Meta-Analysis: Facts and Theories Comment on Meta-Analysis: Facts and Theories UTILITY ANALYSIS: Selection Utility Analysis: A Review and Agenda for Future Research Comment on Selection Utility Analysis.

Combining Data on Criticality and Frequency in Developing Test Plans for Licensure and Certification Examinations

Abstract: Job analysis is a critical component in evaluating the validity of many high-stakes testing programs, particularly those used for licensure or certification. The ratings of criticality and frequency of various activities that are derived from such job analyses can be combined in a number of ways. This paper develops a multiplicative model as a natural and effective way to combine ratings o f frequency and criticality in order to obtain estimates of the relative importance of different activities for practice. An example of the model's use is presented. The multiplicative model incorporates adjustments to ensure that the effective weights of frequency and criticality are appropriate.

Gender, Pay and Job Satisfaction of Faculty in Journalism:

Abstract: Women faculty members receive less pay, but have same degree of job satisfaction as men. During the last two decades, education researchers have increasingly focused their attention on the phenomena of job satisfaction among college and university faculty as a way of assessing the nature of work motivation in academia. Because the primary demographic change in faculties during this period has been an increase in the number of women professors, many of the studies have focused specifically on the influence of gender on motivation. This study further narrows the focus by examining gender based differences in job satisfaction among faculty in one particular academic discipline-journalism and mass communication. Specifically, it examines whether women teachers are generally less satisfied than men teachers, whether women are paid less than men and whether pay is a strong predictor of job satisfaction. It has been argued that the academic profession has a number of unique characteristics that differentiate it from other institutions. These include the inherent conflict between teaching and research, the dual orientation (both institutional and professional) of the work place, the tenure system of job security, the high level of autonomy based on academic freedom, among others.1 Because of this, theory from more general studies may not be totally appropriate for analysis of faculty job satisfaction. Traditionally, job satisfaction has been viewed as a single-factor concept wherein attitudes toward work are classified as either satisfying or dissatisfying. The assumption has been that any job related item can elicit either a positive or negative response from the worker, and that a source of job satisfaction can, in different situations, be a source of dissatisfaction.2 In 1943, however, Maslow outlined the elements of an overall theory of job satisfaction based on a hierarchy of needs that had to be activated in order to motivate the individual.3 This "multi-dimensional" orientation in large part displaced the traditional notion, and was eventually extended by Herzberg et al. in 1959 who argued that the opposite of job satisfaction was no satisfaction rather than dissatisfaction and that "the opposite of job dissatisfaction is no job dissatisfaction, not satisfaction with one's job."4 Herzberg's two-factor theory held that certain job content features ("motivators") such as responsibility and achievement led to job satisfaction when present, but did not produce dissatisfaction when absent. These satisfiers are now commonly referred to as intrinsic factors. Other job context features (termed "hygienes") such as supervision, company policies and money were said to cause dissatisfaction when inadequate, but not to produce satisfaction, even when more than adequate. These dissatisflers are referred to as extrinsic factors.5 Research in higher education has tended to support Herzberg's two-factor theory, particularly when the "critical events" methodology is used. The method asks respondents to relate incidents which reflect satisfying and dissatisfying work episodes. Generally, satisfying incidents are associated with intrinsic factors while dissatisfying episodes are linked to extrinsic factors.6 Research in other work domains using other methodology has often produced results quite different from those predicted by the two-factor theory, however, and critics argue that the theory is contingent upon the use of the critical events methodology.7 Hill recently tested the theory on a sample of more than 1000 full-time faculty members using a factor-analytic approach rather than the critical events methodology. His findings provide support for Herzberg's two-factor theory and suggest that the model can be applied to institutions of higher learning, but that considerable doubt remains concerning the identification of intrinsic/extrinsic features. He suggests that, because of the marked individuality of the American professoriate and the equally diverse fields of intellectuai endeavor, additional research using methods other than the critical events technique is needed before the two-factor theory can be considered applicable to academics. …

More Evidence on Relationships Between the Work Environment and Job Performance

Abstract: The purposes of this research were: (a) to develop a work environment questionnaire appropriate for assessing the situational constraints and facilitators of performance in the US. Army and (b) to evaluate relationships between individual aspects of the work environment and a wide array of performance measures. The Army Work Environment Questionnaire (AWEQ) was developed and adrninistered to 5,080 first-term Army enlisted personnel working in nine jobs. Also available for each member of this sample were peer and supervisor performance ratings, along with scores on job knowledge and work sample task proficiency tests. The results of factor analyses indicated that a five-factor solution provides a parsimonious explanation of the underlying Army work environment. Correlations of about .20 were found: (a) between ratings on some of the performance dimensions and the environmental factors, Job/'Ttlsk Importance and Supervisor Support; and (b) between performance on task proficiency measures and the environment...

Effects of market survey rates, job evaluation, and job gender on job pay

Abstract: The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered.

The importance of ethics to job performance: An empirical investigation of managers' perceptions

Abstract: This study probed a crucial assumption underlying much of the ethics theory and research: do managers perceive ethical behavior to be an important personal job requirement? A large sample of managers from a cross-section of industries and job functions indicated that, compared to other job duties, certain ethical behaviors were moderate to somewhat major parts of their jobs. Some noteworthy differences by industry, organization size, tenure and job function were also found. These findings underscore the importance of ethics for business education. They also have implications for manager selection, training, and development by organizations.

Examining product managers' job satisfaction and performance using selected organizational behavior variables

Abstract: The product management form of organization has been around for quite a while; yet little empirical research has been done on product managers. This article reports a study of product managers and some organizational behavior factors which contribute to their job satisfaction and job performance. These factors include centralization of decision making, job structure, job scope, role ambiguity, and role conflict. Finally, several suggestions are made for creating an environment more conductive to having product managers who are satisfied with their jobs.

What is in a name: The impact of job titles on job evaluation results

Abstract: The effect of job title status on job evaluation ratings was examined. Eighty-six personnel management students used the Factor Evaluation System (FES) to evaluate two job descriptions. One of three different forms of a secretary and accountant job description, differing only on the status of the job title, was randomly assigned to the subjects. The results showed that job title status significantly influenced job evaluation ratings for both the accounting and secretarial jobs. The implications of these findings are discussed and recommendations are made to avoid the contamination of job evaluation results by job title status.

Content Validity Revisited Transforming Job Analysis Data into Test Specifications

Abstract: This article describes a process for linking job analysis data to test specifications. Rasch rating scale analysis is used to order the ratings of importance assigned to task and content items by practicing laboratory managers. This ordering produces variables representing the range of task and content items from most to least important. The variables also provide an objective frame of reference for review of the data by the experts. The Rasch calibrations for each task and content item are transformed to percentages based on useful limits. From the transformed percentages, test specifications reflecting practice patterns in the field of laboratory management are developed.

Evaluation of task and job skill linkage judgments used to develop test specifications

Abstract: The research on job analysis judgments, such as “time spent,” has been relatively limited, particularly with reference to external criteria remote from the job analysis operation. The more complex job analysis judgment linking a job skill to specific tasks or duties has not been systematically examined. While it would appear that a simple scaling of importance of a skill for a task or duty or a retranslation judgment would suffice, the fact is that a single job skill may be a prerequisite for performance in a variety of tasks, and any one task may require multiple skills of varying levels for effective performance. With a multiple assignment of tasks to job skills, the evaluation becomes considerably more difficult. In the present study, a sequence of statistical evaluations was conducted to examine, first, the reliability of the subject matter expert (SME) panel's association of tasks and job skills and, second, the factor structure of the task by job skill relationship. The results are discussed with reference to developing selection test specifications and test budgets.

The Effects of Job Categorization on Judgments of the Motivating Potential of Jobs.

Abstract: This research is part of a Ph.D. dissertation completed at the University of Illinois at Urbana-Champaign. I would like to express my appreciation to my committee, Greg Oldham (chair), Joe Porac, and Thom Srull. I thank Maureen Ambrose, Linda Argote, Alison Davis-Blake, Mark Fichman, Jerry Salancik, Scott Tindale, and three anonymous ASQ reviewers for their helpful comments and suggestions on earlier versions of this paper. Recent research has distinguished between categorybased and piecemeal processing of evaluative judgments. Traditional job design research has implicitly assumed that judgments of motivating potential are made piecemeal. The purpose of the research reported in this paper was to test the possibility that such judgments result from a categorization process. A series of pilot studies identified commonly held prototypes associated with four jobcategory pairs. The main study then examined how the source and saliency of categorization cues would influence the judgment process. Results indicated that judgments of a job's motivating potential depend on the job categorizations made by respondents, particularly when categorization cues are very salient.-