Job Analysis Documents
Table 1 presents the data from all of the relevant JA sources on competencies. In order to only retain competencies that were of greater significance to the job each data source had a cut-off point (retention criteria) and if the values were lower than this then they were removed from further analyses. The retention criteria for each of the data sources was approximately half their possible maximum values: 55, 4 and 50 respectively. The combined competency weight were generated by summing the data source scores after they were all standardised to the same scale, this sum was then divided by the number of sources for each competency.
Table 1
Combined data on job analysis competencies
Label Competency Type Data Sources Combined Competency Weight Rank Interview Linkages Fleishman 's Ability Requirement Scales O*Net
Administration and Management Knowledge FALSE 82 82.00 26
Code of Ethics Knowledge 120 100.00 1
Communications and Media Knowledge 90 75.00 37
Computers and Electronics Knowledge 100 51 67.17 54
Customer and Personal Service Knowledge 56 72 59.33 68
Education and Training Knowledge FALSE 78 78.00 32
English Language Knowledge 120 86 93.00 9
Mathematics Knowledge FALSE 75 75.00 37
Personnel and Human Resources Knowledge 60 95 72.50 48
Psychology Knowledge 120 98 99.00 7
Relevant …show more content…
Morgeson and Campion (1997) suggest this may be due to conformity pressures, biases in method effects, information overload, carelessness, and/or inadequate information, of which only the last three are possible for this JA. It is possible that these did act as sources of error, either for the SME in data collection, or the job analyst in during analysis. However, it is also possible that O*Net 's data and the other data sources were too dissimilar to achieve a higher level of JA inter-rater reliability for any number of reasons (Dierdorff &Wilson,
Table 1 presents the data from all of the relevant JA sources on competencies. In order to only retain competencies that were of greater significance to the job each data source had a cut-off point (retention criteria) and if the values were lower than this then they were removed from further analyses. The retention criteria for each of the data sources was approximately half their possible maximum values: 55, 4 and 50 respectively. The combined competency weight were generated by summing the data source scores after they were all standardised to the same scale, this sum was then divided by the number of sources for each competency.
Table 1
Combined data on job analysis competencies
Label Competency Type Data Sources Combined Competency Weight Rank Interview Linkages Fleishman 's Ability Requirement Scales O*Net
Administration and Management Knowledge FALSE 82 82.00 26
Code of Ethics Knowledge 120 100.00 1
Communications and Media Knowledge 90 75.00 37
Computers and Electronics Knowledge 100 51 67.17 54
Customer and Personal Service Knowledge 56 72 59.33 68
Education and Training Knowledge FALSE 78 78.00 32
English Language Knowledge 120 86 93.00 9
Mathematics Knowledge FALSE 75 75.00 37
Personnel and Human Resources Knowledge 60 95 72.50 48
Psychology Knowledge 120 98 99.00 7
Relevant …show more content…
Morgeson and Campion (1997) suggest this may be due to conformity pressures, biases in method effects, information overload, carelessness, and/or inadequate information, of which only the last three are possible for this JA. It is possible that these did act as sources of error, either for the SME in data collection, or the job analyst in during analysis. However, it is also possible that O*Net 's data and the other data sources were too dissimilar to achieve a higher level of JA inter-rater reliability for any number of reasons (Dierdorff &Wilson,