The use of structured multi-domain job analysis for the construction of assessment center methods and procedures

This article addresses the defensibility of the assessment center based on a content oriented validation strategy. One reason for the confusion in this area is the fact that there are no agreed upon methods for constructing the assessment procedures. Therefore, the purpose of this article is to describe how structured multi-domain job analysis information can be used to develop an assessment center which is well grounded with regard to content validity.     

An alternative procedure for analyzing job analysis results for content-oriented test development

Content-oriented test development requires information derived from a comprehensive job analysis. The job data typically consist of task and skill statements identified by subject matter experts. These statements characterize a target job and are then used to develop the test plan and item budget. The predominant practice for combining data from the task and job skill domains to facilitate preparation of a test plan and item budget is an impressionistic approach. This study reports variations and extensions of an alternative quantitative procedure for linking task and job skill data (Hughes & Prien, 1989) using results obtained in field studies. The results indicate that the procedure reported by Hughes and Prien (1989) yields consistent results. Also, modifications to the procedure result in more detailed solutions.Dr. Charles Lawshe graciously contributed three sets of job analysis data to this research project. Dr. Lawshe also provided a very thoughtful and cogent critique of our attempts to express these thoughts to a user audience and for this we are grateful.     

The use of the position analysis questionnaire in selecting correlates of job performance among mentally retarded workers

The present study investigated the efficiency of various existing measures, mainly psychological tests, for predicting job performance of mentally retarded workers in a sheltered occupational shop. Twenty-two production-related jobs and one nonproduction-related job were analyzed with the Position Analysis Questionnaire resulting in two job attribute clusters. Correlations between 19 predictor variables and 5 criterion variables, which consisted of supervisor ratings of job performance, were then calculated separately for subjects performing preferred jobs in each attribute group. The results indicated that, contrary to past research, existing measures are predictive of performance on some but not all jobs in a sheltered workshop.     

An assessment of the contributions of general mental ability and personality characteristics to management success

This study investigated the relationship of general mental ability and a select set of personality characteristics to a constructed criterion of management success which reflected relative rate of career progress. Data were collected in the context of an operational individual assessment program from a total of 296 persons in nonmanagement up through top management positions in a variety of service and manufacturing organizations. Primary (n=148) and hold-out (n=148) samples were identified and a stepwise multiple regression analysis was performed on the primary sample. Cross-validation indicated that a two-variable linear composite accounted for 20.9% of the variance in the dependent variable.     

A study of the test of supervisory skills

In supervisory selection and development it is important to assess individuals' supervisory competencies. In a field study, the Test of Supervisory Skills was validated against a surrogate criterion of supervisory performance, based upon position classification and supervisory experience. Subjects (N=2406), workers and applicants of both sexes, were recruited from multiple sources, tested, and the data analyzed to evaluate the usefulness of the test in human resource management applications. Both the current and prior results show significant relationships between scores on this test and various criteria of supervisory performance.     

A prescribed employee fitness program and job-related attitudes

A prescribed physical fitness exercise program was initiated in a small furniture manufacturing plant. The present purpose was to investigate the effect of an intervention to change employees' attitudes and sense of well-being. The objective was to evaluate the changes in employees' attitudes (well-being) attributable to the exercise program. The method of evaluation was the survey administered to a treatment (n = 22) and a mixed (n = 30) control group. A multidimensional attitude survey questionnaire was administered to assess effects over a 6-mo. period. While some changes in job attitudes were observed for the treatment group, those were not the expected changes. Possible explanations for the findings are discussed.