LINKING O*NET JOB ANALYSIS INFORMATION TO JOB REQUIREMENT PREDICTORS: AN O*NET APPLICATION

This is an exploratory study that examined the possible application of the job component validity (JCV) model to identify potential employee selection instruments and to determine job requirement levels from O*NET job analysis data, following a research paradigm established with the Position Analysis Questionnaire (PAQ). Job requirements were measured by mean aptitude test scores on the General Aptitude Test Battery (GATB), and the ratings on the O*NET Generalized Work Activities (GWAs) were selected as representative O*NET job analysis data. Multiple correlation coefficients ranging from .35 to .89 were found when predicting mean GATB test scores from GWAs. Similar to JCV research some 30 years ago, predictions were strongest for cognitive aptitudes and weakest for manual dexterity. The data were examined under both rational and cross-validated empirical models. The results have positive implications for the development of a database that would support JCV estimates derived from O*NET job analysis data and allow practitioners to use O*NET data to help identify useful employee selection instruments.     

DISCIPLINED DECISION MAKING IN AN INTERDISCIPLINARY ENVIRONMENT: SOME IMPLICATIONS FOR CLINICAL APPLICATIONS OF STATISTICAL PROCESS CONTROL

This paper explores some of the implications the statistical process control (SPC) methodology described by Pfadt and Wheeler (1995) may have for analyzing more complex performances and contingencies in human services or health care environments at an organizational level. Service delivery usually occurs in an organizational system that is characterized by functional structures, high levels of professionalism, subunit optimization, and organizational suboptimization. By providing a standard set of criteria and decision rules, SPC may provide a common interface for data-based decision making, may bring decision making under the control of the contingencies that are established by these rules rather than the immediate contingencies of data fluctuation, and may attenuate escalation of failing treatments. SPC is culturally consistent with behavior analysis, sharing an emphasis on data-based decisions, measurement over time, and graphic analysis of data, as well as a systemic view of organizations.     

GENERAL MENTAL ABILITY,NARROWER COGNITIVE ABILITIES,AND JOB PERFORMANCE: THE PERSPECTIVE OF THE NESTED-FACTORS MODEL OF COGNITIVE ABILITIES

The nested-factors model is a well-established structural model of cognitive abilities in cognitive ability research but has not yet been used to investigate the role of cognitive abilities in job performance. Core assumptions of the nested-factors model are that a broad general mental ability (GMA) exists besides narrower abilities and that this GMA differs from the narrower cognitive abilities in breadth but not in subordination. The authors of this article propose that a recently emerging statistical technique—relative importance analysis—corresponds to the assumptions of the nested-factors model. To empirically study the implications of using the nested-factors model, the authors applied relative importance analysis to a meta-analytic matrix linking measures of 7 narrower cognitive abilities from an established ability taxonomy (Thurstone's primary mental abilities), GMA, and job performance. Results revealed that GMA accounted for 10.9% to 28.6% of the total variance explained in job performance and that GMA was not consistently the most important predictor. The discussion focuses on potential theoretical, methodological, and practical implications of the nested-factors model for personnel psychology.     

DERIVATION AND IMPLICATIONS OF A META-ANALYTIC MATRIX INCORPORATING COGNITIVE ABILITY, ALTERNATIVE PREDICTORS, AND JOB PERFORMANCE

A variety of recent articles in the personnel selection literature have used analyses of meta-analytically derived matrices to draw general conclusions for the field. The purpose of this article is to construct a matrix that incorporates as complete information as possible on the relationships among cognitive ability measures, three sets of alternative predictors, and job performance, We build upon a starting matrix used by Schmitt, Rodgers, Chan, Sheppard, and Jennings (1997). Mean differences, by race, for each of the measures and the potential for adverse impact of predictor composites are also considered. We demonstrate that the use of alternative predictors alone to predict job performance (in the absence of cognitive ability) lowers the potential for adverse impact. However, in contrast to recent claims, adverse impact continues to occur at many commonly used selection ratios. Future researchers are encouraged to use our matrix and to expand upon it as new primary research becomes available. We also report and reaffirm many methodological lessons along the way, including the many judgment calls that appear in an effort of this magnitude and a reminder that the field could benefit from even greater conceptual care regarding what is labeled an "alternative predictor." Directions for future meta-analyses and for future primary research activities are also derived.     

PERCEIVED JOB CHARACTERISTICS AND JOB SATISFACTION: AN EXAMINATION OF RECIPROCAL CAUSATION

The following four assumptions were tested (a) satisfaction with job/task events and perceptions of job challenge, autonomy, and importance are direct, reciprocal causes of each other; (b) job perceptions are also caused directly by situation attributes, although perceptual distortions resulting for individual dispositions must also be considered; (c) job satisfaction is also cognitively consistent with (i.e., caused by) individual dispositions, although these individual dispositions are generally different from those associated with job perceptions; and (d) individuals reply on job perceptions, and not situational attributes, for information in formulating job satisfaction attitudes. The assumptions are tested on a sample of nonsupervisory subjects ( n = 642) from divergent work environments (e.g., production-lines and a computer software department). A nonrecursive, structural equation analysis, combined with tests of logical consistency, supported the assumptions above. The results were employed to recommend changes in current perspectives regarding perceptual/affective dichotomies and unidirectional causal models and moderator models that link job perceptions to job satisfaction.     

INCREASED ACCURACY FOR RANGE RESTRICTION CORRECTIONS: IMPLICATIONS FOR THE ROLE OF PERSONALITY AND GENERAL MENTAL ABILITY IN JOB AND TRAINING PERFORMANCE

A recently developed procedure produces substantial improvements in the accuracy of corrections for range restriction and reveals that predictive validities of employment selection methods are higher than previously thought. This study applied this procedure to meta‐analytic validities of 2 personality measures (Conscientiousness and Emotional Stability) and general cognitive ability measures. Results show that the increases in validity estimates are greater for cognitive ability than for personality, reducing the relative validity of personality. In addition, the incremental validity of these personality measures over that provided by cognitive ability is smaller than previously estimated. Path analyses based on the more accurate data reveal relatively smaller path coefficients from these personality traits to job and training performance. These findings have implications for theories of job performance and for the practical value in selection of personality measures relative to cognitive ability measures.     

THE WORLD OF NONWORK: SOME IMPLICATIONS FOR JOB RE-DESIGN EFFORTS1

The compensatory and spillover models of adjustment to work are described. Data from a pharmaceutical firm and two different research and development organizations are examined to illustrate the operation of these two models. Evidence of both the compensatory and spillover models were found for several different groups of workers. Furthermore, some groups of workers displayed complex combinations of both compensatory and spillover adjustments to their work experiences. Implications of these results for job re-design efforts are described.     

SOCIAL ROOTS AND PSYCHOLOGICAL IMPLICATIONS OF TIME PERSPECTIVE

Hypotheses concerning socio-economic conditions related with the development, psychological processes and behavioral sequels of time perspective were tested on 249 students, 19–23 years of age. Three dimensions of time perspective viz. future orientation (FO), future extension and total extension were measured. In study 1, ANOVA revealed significant differences between high, medium and low deprived groups on all three dimensions of time perspective. Deprivation on experiential dimension significantly and adversely influenced FO but physico-economic deprivation did not. Study 2 revealed that future oriented and extended outlook is augmented by a reflective style as measured by MFFT. 2×2 ANOVA on delay of gratification scores revealed significant main effects of reflective-impulsive style, and FO. Significant interaction effect showed that those subjects who had high future orientation as well as a reflective style were better able to tolerate delay of gratification.     

TOWARDS AN INTERNATIONAL PROFESSION OF CLINICAL PSYCHOLOGY: AN ANGLO-SWEDISH PERSPECTIVE

Previous reviews of the international trends in the development of clinical psychology as a profession have identified the United Kingdom and the Nordic States as countries where the role of the psychologist is approximating that in North America. The article presents a review of the historical and current influences on the development of clinical psychology in the United Kingdom and in Sweden. In Europe, where clinical psychology is mainly a Health Service profession rather than a private practice, independence of the management and medical responsibility of the psychiatrist has become more of a key issue. Of the two major ‘schools’ of clinical psychology, identified in Britain with the behavioral approach of the Maudsley Institute of Psychiatry and the psychodynamic approach of the Tavistock Clinic, the behavioral school tended to dominate in Britain until the 1970s. In Sweden, the psychodynamic approach importing many of the aspects of British Object Relations Theory, gained ascendence. This resulted in a split between the more academic form of clinical psychology in Sweden, which had produced research of international importance (e.g. the role of psychological factors in stress-related illness), and professional education in psychology with its emphasis on psychotherapeutic training. Whereas in Britain, during the 1970s, clinical psychology broke away from psychiatry, became more eclectic, and entered the general medical and health areas, these changes failed to take place in Sweden. On the other hand, private practice amongst psychologists in Sweden has shown a dramatic increase during recent years and there are now some clear trends towards eclecticism in the education of psychologists. The issue of medical responsibility remains unresolved in Sweden. That British clinical psychology has reached more progressive and cordial professional relationships in this respect may be, in part, due to the status of the scientist-practitioner role that the initial behavioral emphasis achieved. The major contributions of and trends in British and Swedish clinical psychology are discussed with a view to identifying international trends.     

JOB SEARCH ACTIVITIES: AN EXAMINATION OF CHANGES OVER TIME

Existing job search research has been criticized for ignoring the dynamic nature of search. This study examined three models of changes in search behavior over time: sequential, learned change, and emotional response. Data on search behaviors were collected from a sample of 186 college and vocational-technical school graduates early in their search, at graduation, and again 3 months following graduation for individuals who remained unemployed. Job searchers decreased the intensity of their search, increased their use of informal sources, and reduced their emphasis on information related to the availability of jobs between early search and graduation. These changes were reversed following graduation. This pattern is most consistent with the sequential model, which suggests that individuals first search broadly to develop a pool of potential jobs, then examine jobs within that pool in detail, reopening the search only if the initial pool does not lead to an acceptable job offer.     

ORGANIZATIONAL RECRUITING AS MARKETING MANAGEMENT: AN INTERDISCIPLINARY STUDY OF ENGINEERING GRADUATES

With the intent of encouraging interdisciplinary research, this study applies principles, theories, and practices of marketing management to examine engineering recruitment as a process of "job marketing." Six hypotheses concerning campus recruiters and strategic recruiting issues were proposed and investigated through a national survey of 242 graduating engineers representing five engineering fields. Survey responses revealed that both overall satisfaction with recruiting processes and likelihood of job acceptance were significantly related to recruiter interpersonal skills and interview information provided about compensation/benefits, job/career, and security/success issues. Further, student satisfaction with recruiting processes was significantly related to recruiter/job applicant similarity in gender and educational characteristics. Contrary to conventional inferences of recruiting research, students did not respond more favorably to line management or engineering recruiters than to personnel representatives. Implications of these findings are identified and discussed in terms of both the marketing and management literatures.     

APPLICATIONS OF MODERATED REGRESSION IN JOB DESIGN RESEARCH

Applications of moderated regression analysis in five areas of job design research are described and fully illustrated with actual survey data. The five areas of research have received some attention in the literature over the past 10 years. Arguments for the selection of moderated regression over the more common subgroups analysis are presented. We conclude that moderated regression analysis is superior to a subgroups analysis for the research questions being asked by investigators interested in job design research.     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

THE MEASUREMENT OF WORK: HIERACHICAL REPRESENTATION OF THE MULTIMETHOD JOB DESIGN QUESTIONNAIRE

To study the changing nature of work, researchers need measures of work that are valid and comprehensive. One potentially useful measure of work is the Multimethod Job Design Questionnaire (MJDQ; Campion, 1988), which was developed to assess 4 general approaches to work design (i.e., motivational, mechanistic, biological, perceptual-motor). Although the MJDQ holds promise as a general measure of work, little information is available regarding its psychometric properties. This study examines the MJDQ, using alternative hierarchical factor structures to represent work at varying levels of abstraction. Little support was found for the 4-factor structure corresponding to the work design approaches underling the MJDQ or for various hierarchical factor structures that simultaneously depicted general and specific aspects of work. However, a 10-factor first-order model received good support and may provide a useful basis for scoring and interpreting the MJDQ in future research.     

AN ASSIMILATION THEORY PERSPECTIVE OF COMMUNICATION APPREHENSION

In this study, both the dynamic and stable qualities of communication apprehension are examined from an assimilation theory perspective. Based upon assimilation theory, PRC A scores obtained after an intervening speech performance are predicted from initial levels of communication apprehension and discrepancies between those initial levels and the levels of state anxiety experienced during speech performance. The results of multiple regression analysis indicate that both initial apprehension levels and the discrepancy variable contributed significantly to the prediction of post-intervention PRCA scores, a finding that supports an assimilation theory perspective of communication apprehension.     

AN EMPIRICAL TEST OF A TRAIT-ORIENTED JOB ANALYSIS TECHNIQUE

A trait-oriented job analysis technique based on a checklist of 33 a priori carefully defined traits that encompass elements of the physical, mental, learned, motivational and social domains of the work world is described. The analysis identifies the relevant traits, their levels and weights, in relation to overall job performance. Results of discriminability tests were supportive of the job analysis technique and indicated that incumbents of jobs requiring a particular trait scored higher on measures (predictors) of that trait than incumbents of jobs not requiring that trait. Implications of the results for personnel selection and placement are discussed.     

CORRELATIONS BETWEEN LENGTH OF STAY IN THE JOB CORPS AND READING ABILITY OF THE CORPSMEN

Data on sex, age, race, length of stay, and reading ability were collected on 116 subjects who dropped out of the Job Corps in 1970. The data were analyzed to determine if there were any correlation between length of stay and reading ability. The findings yielded no significant correlations. Certain weaknesses of the study are pointed out and a more promising experimental design, related to other research, is discussed.