任职者任务绩效水平对其工作分析结果的影响

在控制了个体人口统计学变量和排除组织水平变量的影响下，探讨了电厂设计和编辑两个职位任职者的任务绩效水平对于他们Occupational Information Network (以下缩写为O*NET)工作分析问卷评价结果的影响。层次回归结果发现，控制了相关因素后，发电厂设计人员的任务绩效水平能显著影响其对技术性技能的水平评价，编辑的任务绩效水平能显著影响信息处理的重要性评价和水平评价，在一定程度上证实了“工作分析结果差异来源于真实差异”的理论

The Effects of Job Incumbents' Task Performance on Their Job Analysis Ratings: Evidence From Power Plant Designers and Editors

Two surveys were conducted to explore the effects of incumbents' task performance on their job analysis ratings,using four job analysis scales(importance and level rating scales of generalized work activities and skills) from Occupational Information Network(O*NET).We examined these while controlling for such demographic variables as gender,age,tenure and education.In the first study,skill importance,level ratings,and self-rated performance were obtained from 38 power plant designers in one organization.The results of hierarchical regression analyses showed that,after controlling for the individual demographic variables,task performance still had significant impacts on the level ratings of technical skills.However,the partial correlation coefficient between task performance and technical skill importance ratings became marginally significant after controlling for the demographic variables.The second study involved 88 book editors from one publishing company,with task performance ratings collected from their direct supervisors.Hierarchical regression analyses showed that,after controlling for the demographic variables,editor's task performance had significant effects on both importance and level ratings of information processing activities. These two studies extended existing research on job analysis ratings of identical jobs in several ways.First,we examined the effect of job performance on job analysis ratings with individual demographic variables controlled for.The resulting partial correlations from the first study were different or moderately different from the zero-order correlations without partialling out the demographic variations.Second,following the suggestion by Lindel et al.(1998) and Van Iddekinge et al.(2005) that organizational level variables may affect job analysis ratings of the same job in different organizations,we explored the influence of task performance on job analysis ratings of one job in one organization.Therefore,in each study,the potential effects of possible organization-level variables on job analysis ratings were controlled for.In many ways,our analyses ensured a relatively stringent evaluation of the effects of job performance on job analysis ratings.Third,the findings indicated that task performance influenced job analysis ratings of many scales,including level ratings and importance ratings.Fourth,consistent with Borman et al(1992),the present results suggest that differences in job analysis ratings may reflect real differences,either among tasks assigned to different job incumbents under identical job titles or differences in ways by which job incumbents complete the same task.One practical implication is that,when conducting job analysis in organizations,practitioners need to consider the potential influence of task performance on incumbents' job analysis ratings as well as individual demographic variables.