org psych job analysis methods (ch. 2) 2019
Job Adaptability Inventory (JAI)
-Contains 132 items with 8 adaptability dimensions (handling emergencies, handling work stress, solving problems creatively, dealing with uncertainty, learning, interpersonal adaptability, cultural adaptability, physically orienting adaptability) -Measures the extent to which the incumbent needs to adapt to the job situation
Job Elements Inventory (JEI)
-Contains 153 items; 10th grade readability level -Correlates highly with PAQ
Position Analysis Questionnaire (PAQ)
-Contains 194 items with 6 main dimensions (information output, mental processes, work output, relationships with others, job context, other) -Easy to use; standardized; difficult to read for average employee
Threshold Traits Analysis (TTA)
-Contains 33 items with 5 main trait categories (physical, mental, learned, motivational, social) -Reliable; short and quick to use -Mainly used in the development of an employee selection system or a career plan
Job Components Inventory (JCI)
-Contains 400 questions with 5 main categories (tools and equipment used, perceptual and physical requirements, mathematical requirements, communication requirements, decision making and responsibility) -Only job analysis method that contains a detailed section on tools and equipment -Has good reliability
Fleishman Job Analysis Survey (F-JAS)
-Contains 73 abilities; requires incumbents or job analysts to view a series of abilities and rate the level of ability needed to perform the job -Good reliability
O*NET
-Job analysis system developed by the Federal Government; replaced the Dictionary of Occupational Titles (DOT) -Views jobs from 4 levels: economic, organizational, occupational, individual -Includes information about occupation (activities, context, work conditions) and worker characteristics required for success -Also includes economic trends and wage information
Critical Incident Technique (CIT)
-Job incumbents generate incidents of excellent and poor performance -Job experts examine each incident to determine if it is an example of good or poor performance -3 incumbents sort incidents into categories -Job analyst combines and names categories -Number of incidents per category provides an idea of the importance of each category
Functional Job Analysis (FJA)
-Small group of SMEs meets to identify the key functions of a job as well as the tasks performed to complete each function -Assign a percentage of time the incumbent spends on 3 functions: data (info/ideas), people (clients/co-workers), things (tools, equipment)
Job Structure Profile (JSP)
designed as a replacement for the PAQ; easier to read; good reliability
PAQ, JSP, JEI, FJA
job analysis methods that provide general Information about worker activities
JCI, TTA, JAI, O*NET, PPRF, F-JAS, CIT
job analysis methods that provide information about KSAOs
best for work design and writing job descriptions; includes task analysis
job-oriented methods
best for employee selection and performance appraisal; include CIT, JCI, and TTA
worker-oriented methods
AET
an ergonomic job analysis method developed in Germany
Personality-Related Position Requirements Form (PPRF)
contains 107 items with 12 personality dimensions based on the Big 5 (openness to experience, conscientiousness, extroversion, agreeableness, emotional stability)
