Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…

The study described here tested a model of how characteristics of the feedback environment influence the allocation of resources (time and effort) among competing tasks. Results demonstrated that performers invest more resources on tasks for which higher quality (more timely and more specific) feedback is available; this effect was partially…

We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…

Organization of electronic resources workflow is critical in the increasingly complicated and complex world of library management. A simple organizational tool that can be readily applied to electronic resources management (ERM) is the use of checklists. Based on the principles discussed in The Checklist Manifesto: How to Get Things Right, the…

Multitasking performance is relevant in everyday life and job analyses highlight the influence of multitasking over several diverse occupations. Intelligence is the best single predictor of overall job performance and it is also related to individual differences in multitasking. However, it has been shown that working memory capacity (WMC) is…

An approach to task analysis is described and illustrated that emphasizes organizational function, job and task accomplishments, a model of job function, performer prerequisites, and multiple purpose job analysis. (JEG)

Under baseline conditions warehouse stockers (n = 23) could earn incentives if their team performed above the team quota of 18 cases stocked per hour. They were also subject to disciplinary action if they failed to regularly meet individual stocking quotas. In spite of these contingencies the stockers failed to receive bonus payments most of the…

Clarifies the purpose of developing lists of competencies for each job in an organization and looks at how competencies can be used productively for employee development. Describes a process for identifying competencies that, if acquired, will help overcome known barriers to successful performance. (JOW)

Discusses five job behavior functions viewed as necessary for practicing performance-based thinking in instructional development activities. Functions examined include the abilities to plan to perform a job, execute a task, monitor or control execution, troubleshoot, and evaluate. (MER)

Examines the effects of communication distortion on the task perceptions of subordinates working in goal-setting programs. Concludes that (1) effective superiors who communicate openly, supportively, and with little distortion are better able to clarify their subordinates' work environment, and (2) distortion negates a goal-setting program. (PD)

Determined whether people could obtain outcomes on a complex task that would be in line with differential goal weights corresponding to different aspects of the task. Bank lending officers were run through lender-simulation exercises. Five performance goals were weighted. Demonstrated effectiveness of goal setting with complex tasks, using group…

In multiple-cue learning (also known as probabilistic category learning) people acquire information about cue-outcome relations and combine these into predictions or judgments. Previous researchers claimed that people can achieve high levels of performance without explicit knowledge of the task structure or insight into their own judgment…

To establish a vocational education program that is relevant to the actual job requirements, the specific activities associated with the job must first be identified. The technique used to secure and present information related to job activities is known as job analysis. (SSH)

Five weighting methods for combining multiple criteria into a single composite were evaluated on 117 bank tellers. Four of the five methods (management, weights, equal weights, unit weights and factor weights) yielded nearly identical results. The fifth method (canonical weights) correlated almost zero with the other methods. (Author/PN)

A study was made of career-ladder positions that are available to students studying records management at various education levels to determine the tasks that are performed by records management personnel at various employment levels and to determine the tasks that should be included in records management courses. (CT)