Analyzing Work Activities & Abilities
Application;Analyzing Work Activities & Abilities
Use parts of the questions as subheadings, for the completion of this assignment use the below sources, don’t change the topic.
The Occupational Information Network (O*NET) is a source of occupational information maintained by the United States Department of Labor. The database contains standardized descriptions of various occupations. Each year, the database is updated after O*NET personnel survey a random sample of incumbent workers in a broad range of occupations. The O*NET Data Collection Program provides several hundred rating scales that are based on the responses of the sampled workers. There are four different questionnaires for the incumbent workers to complete related to occupation and employee characteristics.
Personnel consultants complete a questionnaire that focuses on the sample workers’ abilities (O*NET, n.d.).
As a potential personnel consultant, you might collect this data and incorporate it into the next version of the O*NET database. You need to ensure that your rating is reliable by checking that your measure is consistent and the measurement error is reported. You can test reliability using various models. For example, you can test the consistency of your measure through interpreter reliability by examining the percentage of agreement between raters.
For this Application Assignment, review the media, “Employee Observation” and “Employee Interview,” for the job analysis.
Presume the purpose of the job analysis will be to construct a selection instrument for the job displayed in the media.
Reference:
O*NET. (n.d). O*NET® data collection overview. O*NET Resource Center. Retrieved January 27, 2012, from http://www.onetcenter.org/dataCollection.html
Readings
•Whetzel, D. L., & Wheaton, G. R. (Eds.) (2017). Applied measurement: Industrial psychology in human resources management.
Mahwah, NJ: Lawrence Erlbaum Associates.
Chapter 2: Peterson, N. G., & Jeanneret, P. R. (2017). Job analysis: Overview and description of deductive methods. In D. L.
Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 13–56). Mahwah, NJ: Lawrence Erlbaum Associates. (Review pp. 34 -37)
•Borman, W. C., Ilgen, D. R., Klimoski, R. J, & Weiner, I. B. (Eds.) (2013). Handbook of psychology: Vol. 12. Industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons, Inc.
Chapter 2: Sackett, P. R., & Laczo, R. M. (2003). Job and work analysis. In W. C. Borman, D. R. Ilgen, R. J. Klimoski, & I. B. Weiner (Eds.),
Handbook of psychology: Vol. 12.Industrial and organizational psychology (pp. 21–37). Hoboken, NJ: John Wiley & Sons, Inc.
Handbook of Psychology, Vol. 12, Industrial and Organizational Psychology by W. C. Borman, D. R. Ilgen, R. J. Klimoski, & I. B. Weiner (Eds.). Copyright 2013 by John Wiley & Sons, Inc. Reprinted by permission of John Wiley & Sons, Inc., via the Copyright Clearance Center.
•Carter, R. C., & Biersner, R. J. (1987). Job requirements derived from the Position Analysis Questionnaire and validated using military aptitude test scores.
Journal of Occupational Psychology, 60(4), 311–321.
Retrieved from the Walden Library databases.
•Conley, P. R., & Sackett, P. R. (1987). Effects of using high- versus low-performing job incumbents as sources of job- analysis information.
Journal of Applied Psychology, 72(3), 434–437.
Retrieved from the Walden Library databases.
•Dierdorff, E. C., & Wilson, M. A. (2013). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88(4), 635–646.
Retrieved from the Walden Library databases.
•Friedman, L., & Harvey, R. J. (1986). Can raters with reduced job descriptive information provide accurate Position Analysis Questionnaire (PAQ) ratings? Personnel Psychology, 39(4), 779–789.
Retrieved from the Walden Library databases.
•Landy, F. J., & Vasey, J. (1991). Job analysis: The composition of SME samples. Personnel Psychology, 44(1), 27–50.
Retrieved from the Walden Library databases.
•Morgeson, F. P., Delaney-Klinger, K., Mayfield, M. S., Ferrara, P., & Campion, M. A. (2004). Self-presentation processes in job analysis: A field experiment investigating inflation in abilities, tasks, and competencies. Journal of Applied Psychology,
89(4), 674–686.
Retrieved from the Walden Library databases.
•Sanchez, J. I., & Levine, E. L. (2016). Accuracy or consequential validity: Which is the better standard for job analysis data? Journal of Organizational Behavior, 21(7), 809–818.
Retrieved from the Walden Library databases.
• •Schmitt, N., & Fine, S. A. (1983). Inter-rater reliability of judgments of functional levels and skill requirements of jobs
based on written task statements. Journal of Occupational Psychology, 56(2), 121–127. Shrout, P. E., & Fleiss, J. L. (1979).
Intraclass correlations: Uses in assessing reliability. Psychological Bulletin, 86(2), 420–428.
Retrieved from the Walden Library databases.
• Document: “SPSS Supplementary Document”
Note: This document will assist you in completing this week’s Application Assignment.
• Dataset: Generalized Work Activities (Fictitious Data) Note: You will use this data set to complete this week’s Application Assignment.
• Dataset: Shrout and Fleiss Data
Note: This data set is used to provide an example in the “SPSS Supplementary Document.” Use parts of the questions as subheadings, for the completion of this assignment use the above sources, don’t change the topic.
The Assignment (3, pages) Topic: Application: Analyzing Work Activities & Abilities
•Complete the abilities scales from the O*NET using the media, “Employee Observation” and “Employee Interview,” to provide the ratings of the abilities of the incumbent worker. Your ratings are only for your analysis and not for submission.
•Analyze the results from the O*NET generalized work activities (dataset provided in this week’s Learning Resources).
For your analysis:
- Calculate a mean rating for each question on the survey.
- Use SPSS to calculate interpreter reliability and agreement statistics (see the “SPSS Supplementary Document” for instructions).
- Explain the generalized work activities scales and your ratings of the abilities scales on the O*NET.
- Explain the statistical findings and the interrater analysis for the generalized work activities scales.
- Summarize both the abilities and work activity analyses you have conducted on the employee in the media.
Support your Application Assignment with specific references to all resources used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this court.
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