Accuracy in job analysis

Although the accuracy of job analysis information is critically important, standards for accuracy are not clear. Researchers have recently begun to address various aspects of job analysis accuracy by investigating such things as potential sources of inaccuracy in job analysis as well as attempting to reconceptualize our notions of job analysis accuracy. This article adds to the debate by first discussing how job analysis accuracy has been conceptualized. This points to difficulties in the prevalent ‘true score’ model upon which many of these discussions have been based. We suggest that discussions of job analysis accuracy would benefit from a consideration of the validity of job analysis inferences, as a complement to the more traditional focus on the validity of job analysis data. Toward this end, we develop a model of the inferences made in the job analysis process, outline some of the ways these inference could be tested, and discuss implications of this perspective. Copyright © 2000 John Wiley & Sons, Ltd

Complement (music · Data science · Inference · Job analysis · Job attitude · Job characteristic theory · Job performance · Job satisfaction · Perspective (graphical · Process (computing · Computer Science · Human Resource Development and Performance Evaluation · Occupational Health and Safety Research · Psychology · Psychometric Methodologies and Testing · Artificial Intelligence · Social Psychology

• Job and Work Analysis

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• Intraclass correlations

  Patrick E Shrout, Joseph L Flei et al.•Psychological Bulletin•1979

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