1) The Position Analysis Questionnaire (PAQ) is a standardized job‑analysis questionnaire containing 194 items representing work behaviors, work conditions, or job characteristics that are generalizable across a wide variety of jobs.
2) Fleishman Job Analysis System (FJAS) -- This approach defines abilities as enduring attributes of individuals that account for differences in performance. The system is based on taxonomy of 52 cognitive, psychomotor, physical, and sensory abilities that adequately represent all the dimensions relevant to work, and
3) The Occupational Information Network (ONET) -- Instead of relying on fixed job titles and narrow task descriptions, the ONET uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for various occupations that are more broadly defined
According to this model, jobs can be described in terms of five characteristics: skill variety, task identity, task significance, autonomy, and feedback.
b. These five job characteristics determine the motivating potential of a job by affecting three psychological states: experienced meaningfulness, responsibility, and knowledge of results.
c. When the core job characteristics are high, individuals will have a high level of internal work motivation, higher quantity and quality of work, and higher levels of job satisfaction
Examples: ACT, SAT, GMAT, GRE, Wonderlic
Abilities most commonly assessed are: verbal comprehension, quantitative ability, reasoning ability
A cognitive ability test differentiates individuals based on their mental rather than physical capacities. (Single best predictor of managerial performance)
One of the major drawbacks to these tests is that they typically have adverse impacts on some minority groups. Indeed, the size of the differences is so large that some have advocated abandoning these types of tests for making decisions regarding who will be accepted for certain schools or jobs.
Verbal comprehension refers to a person's capacity to understand and use written and spoken language.
Quantitative ability concerns the speed and accuracy at which one can solve arithmetic problems.
Reasoning ability refers to a person's capacity to invent solutions to many diverse problems.
Common dimensions assessed in a personality inventory are extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.
Work samples are job‑specific and tend to be high in criterion‑related and content validity and low in adverse impact.
Personality is defined as the combination of stable physical and mental characteristics that give the individual his or her identity. Personality is a function of genetic and environmental interaction.
To help you remember the Big 5 personality dimensions, I've switched them around from your book's order. This is a mnemonic device designed to help you!
Openness - intellectual, imaginative, curious, broad minded
Conscientiousness- dependable, responsible, achievement oriented, persistent
Similar to conscientiousness, the Proactive Personality is someone who is action-oriented who shows initiative and perseveres to change things.
Extraversion- outgoing, talkative, sociable, assertive
Agreeableness- trusting, good natured, cooperative, soft hearted
Neuroticism or Emotional stability- relaxed, secure, unworried
Research evidence suggest the Big 5 personality structure generalized across a number of culturally diverse nations.
Overall the relationship between personality and job performance is....... Not very strong, the relationship between cognitive ability and performance tends to be much stronger, in general however....
Which of the Big Five dimensions is most strongly related to job performance?
Conscientiousness, which makes sense given the definition, persistent, achievement oriented, etc.
Also, extraversion has been shown to be related to promotions and career satisfaction
Should personality tests be used to make hiring decisions?
Very carefully, must be sure there aren't cultural differences, and that the trait is related to the job as indicated by a validation study which correlates score on the personality test with job performance.
One other related important point has to do with how we categorize this use of personality tests. Personality testing in the workplace is questionable due to doubtful predictive validity (can personality tests actually predict job performance?), differential validity (do personality tests measures whites and minorities differently?), and construct validity (the degree to which the test actually measures what it is supposed to measure.
13th EditionLori Watson, Patrick J. Hurley
3rd EditionDavid G Myers
Spencer A. Rathus
2nd EditionDavid G Myers