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Job Analysis Outcomes as a Function of Group Composition

出版	University of Arkansas, Fyaetteville, 1983
URL	http://books.google.com.hk/books?id=FLynNwAACAAJ&hl=&source=gbs_api

註釋A critical incident technique (CIT) job analysis was conducted for entry-level patrolperson positions at 12 university police departments. Major concerns of the present study were to examine if different groups of job incumbents produced different job analysis outcomes, and to demonstrate that MANOVA and discriminant analysis could be used with the CIT to measure similarities/differences between job incumbent groups. Job incumbent groups were formed based upon university police department employed at, grouping determined by a Multidimensional Scaling (MDS) procedure, seniority level, and educational level. Of secondary concern was the generation of examples of average behaviors to provide a more accurate and complete job analysis outcome. MANOVA and discriminant analysis showed that job incumbent groups of seniority and educational level did not differ on job dimension ratings or rank-orderings. There were significant differences between the university police department rating and rank-orderings of job dimension importance, and between MDS groups rating and rank-ordering of job dimension importance. The discriminant analysis indicated that the university police departments differed on two functions, and that for job dimension importance rank-orderings, the MDS groups differed on two discriminant functions. Furthermore, the MDS groups discriminant function differences were related to supervisor rank-orderings. Patrolpersons in the MDS groups in function two received better supervisor rank-orderings than did the patrolpersons in MDS groups in function one. The results were explained in terms of future implications of the job analyst. Suggestions were presented for the CIT practitioner, which could save time and money when conducting a CIT job analysis. The utility of the MANOVA and discriminant analysis procedures were explained as related to the CIT job analysis.