Addresses selecting among and using the numerous quantitative job classification procedures, with a focus on the decision-making tasks and practical difficulties that confront users of each. (Author/ABB)

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…

Reviewed published validation studies for the years 1964-1982 of the Journal of Applied Psychology and Personnel Psychology. Results indicated minimal differences across study designs in the average validity coefficient and found selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations to be rarely and…

Procedures used for developing a quantified job analysis system for managerial personnel in a power utility are described. Factor analysis of questionnaires yielded 60 job dimensions which were used to define position profiles and job clusters. The usefulness of this type of information for personnel decisions is discussed. (Author/SJL)

Seventy-six insurance company jobs were analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, company-wide research program. (Editor/RK)

Research is presented on the construction of job families based on Position Analysis Questionnaire data. The data were subjected to a component analysis. Results were interpreted as sufficiently encouraging to proceed with analyses of validity generalization within the job families. (Editor/RK)

Determined the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and task-oriented data led to identical…

The purpose of this paper was to compare job classification decisions that are reached by using three different types of job analysis information: task-oriented, worker-oriented, and abilities-oriented. Practical implications of the findings of the study are presented. (Author/KC)

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)

This is part three of a three-part series concerned with the empirical development of homogeneous families of insurance company jobs based on data from the Position Analysis Questionnaire (PAQ). This part involves validity generalizations within the job families which resulted from the previous research. (Editor/RK)

Conducted a Monte Carlo computer simulation of the ANOVA design to detect job differences. The design proved reasonably powerful in detecting differences. A second study used Monte Carlo methods to analyze the viability of techniques for determining job differences. Offers guidelines for selecting statistical techniques. (Author/RC)