Types of Job Analysis

• McCormick (1976)
– Qualitative vs Quantitative
• Mc (1976, 1979)
– Inductive vs Deductive
– Job-Oriented vs Worker-Oriented
– “Fixed” vs Sampled
 McCormick (1976, 79)

• Type I (Deductive)
– Fixed Job Tasks to Fixed Abilities
– As in the Position Analysis Questionnaire
• Type II - Sampled Tasks - Fixed Abilities
• Type III - Fixed Tasks - Sampled Abilities
• Type IV (Inductive)
– Sampled Tasks - Sampled Abilities
– As in Job Inventory Approach
 Fleishman &
Quaintance (1984)

• Behavioral Description
• Behavioral Requirements
• Ability Requirements
• Task Characteristics
 R.J. Harvey (1991)

• QUALITATIVE (no metrics, descriptive)

• CROSS-JOB relative
– Meaningful comparison across jobs
– Scale such as absolute frequency
– Levels of specificity (high, medium, low)
• WITHIN-JOB relative
– Metrics relative to other tasks, duties, etc.
– Time, Difficulty, etc.
 METRICS

• Nomative (name, class)

– Descriptive distribution only
• Ordinal (rank, order - more than…)
• Interval (equal units, such a time…)
• Ratio
 ISSUES

• Data Collection methods

– Scan form booklet vs disk vs internet
• Data Quality
– Sampling
– Reliability
– Validity
• Uses for Information
 ISSUES

• Reliability
– How to measure
– What is “error” vs meaningful variance
• Validity
– Content
– Statistical vs Practical
– Useful