Questions the observed correlation between job experts and naive raters using the Position Analysis Questionnaire (PAQ); and conducts a replication of the Smith and Hakel study (1979) with college students (N=39). Concluded that PAQ ratings from job experts and college students are not equivalent and therefore are not interchangeable. (LLL)

Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

Investigated whether narrative job descriptions could be converted to quantitative rating scores using job analysis questionnaire techniques. Detailed written descriptions of 121 job categories were rated using the Position Analysis Questionnaire. Indices of interrater agreement suggested acceptable levels of agreement for job dimension scores…

Data from two groups of cosmetology instructors (n=15) and two groups of machinist instructors (n=17) validated the Occupational Affective Behavior Analysis instrument as capable of identifying affective behaviors viewed as important to success in a given occupation. (SK)

The U.S. Civil Service Commission conducted three criterion-related validity studies for its PACE Test. Three occupations were examined using a specially designed supervisory rating form, job information test, and work sample. A computer analyzed task inventory was the keystone of the study. (Editor/SJL)

Reviewed and analyzed selected federal court cases to determine the criteria used by the courts in their assessment of job analyses in the development and validation of selection tests. Presents a set of standards which delineates the components and characteristics of a job analysis necessary to withstand legal scrutiny. (Author)

This article discusses the range of validation studies conducted in Kansas in examining the validity of the National Teachers' Examination as a certification test for that state. It is argued that the validation of certification tests calls for a wider range of studies than typically are undertaken. (JAZ)

The Uniform Guidelines for Employee Selection Procedures created a need for efficient validation methods that can be generalized to a class of occupations. One method currently authorized by the Guidelines is synthetic validation. Describes approaches to synthetic validity. Recommends Primoff's J-Coefficient approach. (Author/JAC)

Job relevance and adverse impact are major validity concerns relative to credentializing examinations. This article recommends that examination blueprints utilize a competency model based on: (1) job functions assigned; (2) level of expertise expected given the content and resources available; and (3) specific context and situation in which the…

Describes the results of a two-year study to evaluate an assessment center. Results indicate that it is a valuable, valid, job-related instrument for the selection of school administrators. (Author/JM)

Data on 21 performance tests, entry level and promotional, motor and verbal, were evaluated for 263 applicants for city government jobs over a 17-month period. In comparison to paper and pencil tests, performance tests were more cost-effective, more face valid, and more acceptable to applicants in this situation. (Author/KC)

This study examined (1) the comparative validity of a written job knowledge test constructed on the basis of a systematic job analysis with that of a commercial employment test selected without prior job analysis and (2) the fairness of each test for minority and nonminority job applicants. (Editor/SJL)

Implications of court interpretations of job analysis as a basis for testing are assessed for teacher certification tests. Cases reviewed address the 1978 "Uniform Guidelines on Employee Selection Procedures," the fourteenth amendment, Title VII of the 1964 Civil Rights Act, and content validity issues. (TJH)

The task inventory approach is commonly used in job analysis for establishing content validity evidence supporting the use and interpretation of licensure and certification examinations. Although the results of a task inventory survey provide job task-related information that can be used as a reliable and valid source for test development, it is…

Methods for evaluating the validity of job analysis data derived from activity inventories are proposed. The basic approach is to state assumptions about expected relationships and then check to see whether these relationships exist. The approach is illustrated through a survey of 38 nurses. (SLD)