A multivariate investigation of the reinforcer structure of occupations

Earlier research based on 81 Occupational Reinforcer Patterns (ORPs) suggested a nine-category classification of occupations. The present research, based on 148 ORPs, investigated the ability of that classificatory system to assimilate new information. Cluster analysis of the 148 ORPs yielded an eight-category classification of occupations in which five of the original occupational clusters appeared virtually unchanged; the other four original clusters were combined into two occupational clusters. One new cluster was identified. Principal factors analysis was employed to study the factor structure of the occupational reinforcers and to highlight the essential nature of the classificatory system. Five reinforcer factors were identified.     

Quantifying private events: A functional measurement analysis of equisection

Functional measurement theory was applied to bisection, trisection, and quadrisection of grayness. Theoretically, these judgments should obey an averaging model. But the overt responses are not a valid measure of subjective magnitude (since they are made on the physical stimulus continuum), and so they cannot be used directly to test the model. However, scaling and model testing can both be accomplished simultaneously using functional measurement theory. If the subject is indeed averaging, then there exists a monotone transformation that makes the data additive; and this transformation can be computed with FUNPOT, Weiss’s (1973a) computer program which finds polynomial transformations that reduce selected effects. Further, determination of this transformation also reveals the psychophysical function, because it gives the relation between subjective magnitude and overt response. For bisection, the averaging model was successful; it was possible to find a monotone transformation that made the data additive. This psychophysical function differed somewhat in form from the Munsell scale. It gained cross-task validity from its agreement with a grayness scale obtained from rating data (Weiss, 1972). For trisection and quadrisection, the averaging model was not accepted; it was not possible consistently to find transformations which induced additivity.     

Supervisor estimation of abilities required in jobs

The Minnesota Job Requirements Questionnaire (MJRQ) was developed and administered to supervisors of 11 selected jobs who rated the ability requirements of the job they supervised. The MJRQ represented each of nine GATB aptitudes by five items in a Likert-type format. MJRQ ratings were compared with expert ratings in the Dictionary of Occupational Titles (DOT) and Occupational Ability Patterns (OAPs) derived from administration of the General Aptitude Test Battery (GATB). Reliability of MJRQ ratings was shown by high Hoyt reliability coefficients. Comparison of mean ratings and variabilities of ratings by supervisors in a job showed construct validity for the MJRQ approach, as did intercorrelations of MJRQ ratings. OAPs derived from the MJRQ compared favorably with those derived from the GATB and DOT, showing promise for the parsimonious MJRQ approach to the development of OAPs.