帮助 关于我们

返回检索结果

任职者任务绩效水平对其工作分析评价结果的影响——来自电厂设计人员和编辑的证据
The Effects of Job Incumbents＇Task Performance on Their Job Analysis Ratings： Evidence From Power Plant Designers and Editors

查看参考文献28篇

李文东 1   时勘 1   吴红岩 1   贾娟 2   杨敏 3  
文摘 在控制了个体人口统计学变量和排除组织水平变量的影响下，探讨了电厂设计和编辑两个职位任职者的任务绩效水平对于他们Occupational Information Network（以下缩写为O＊NET）工作分析问卷评价结果的影响。层次回归结果发现，控制了相关因素后，发电厂设计人员的任务绩效水平显著影响其对技术性技能的水平评价，编辑的任务绩效水平显著影响信息处理的重要性评价和水平评价，在一定程度上证实了“工作分析结果差异来源于真实差异”的理论。
其他语种文摘 Two surveys were conducted to explore the effects of incumbents＇task performance on their job analysis ratings, using four job analysis scales （ importance and level rating scales of generalized work activities and skills） from Occupational Information Network （O ＊ NET）. We examined these while controlling for such demographic variables as gender, age, tenure and education. In the first study, skill importance, level ratings, and self-rated performance were obtained from 38 power plant designers in one organization. The results of hierarchical regression analyses showed that, after controlling for the individual demographic variables, task performance still had significant impacts on the level ratings of technical skills. However, the partial correlation coefficient between task performance and technical skill importance ratings became marginally significant after controlling for the demographic variables. The second study involved 88 book editors from one pub- lishing company, with task performance ratings collected from their direct supervisors. Hierarchical regression analyses showed that, after controlling for the demographic variables, editor＇s task performance had significant effects on both importance and level ratings of information processing activities. These two studies extended existing research on job analysis ratings of identical jobs in several ways. First, we examined the effect of job performance on job analysis ratings with individual demographic variables controlled for. The resuiting partial correlations from the first study were different or moderately different from the zero-order correlations without partialling out the demographic variations. Second, following the suggestion by Lindel et al. （1998） and Van Iddekinge et al. （2005） that organizational level variables may affect job analysis ratings of the same job in different organizations, we explored the influence of task performance on job analysis ratings of one job in one organization. Therefore, in each study, the potential effects of possible organization-level variables on job analysis ratings were controlled for. In many ways, our analyses ensured a relatively stringent evaluation of the effects of job performance on job analysis ratings. Third, the findings indicated that task performance influenced job analysis ratings Of many scales, including level ratings and importance ratings. Fourth, consistent with Borman et al （1992）, the present results suggest that differences in job analysis ratings may reflect real differences, either among tasks assigned to different job incumbents under identical job titles or differences in ways by which job incumbents complete the same task. One practical implication is that, when conducting job analysis in organizations, practitioners need to consider the potential influence of task performance on incumbents＇ job analysis ratings as well as individual demographic variables.
来源 心理学报 ,2006,38(3):428-435 【核心库】
关键词 工作分析 ; O＊NET ; 任务绩效
地址

1. 中国科学院心理研究所, 北京, 100101  

2. 北京华信电力实业总公司, 100011  

3. 上海外国语大学, 上海, 200083

语种 中文
ISSN 0439-755X
学科 社会科学总论
基金 国家自然科学基金项目
文献收藏号 CSCD:2455963

参考文献 共 28 共2页

1.  McCormick E J. Handbook of industrial and organizational psychology,1976:651-696 被引 3 次    
2.  Sanchez J I. Journal of Organizational Behavior,2000,21(7):809-818 被引 4 次    
3.  McCormick E J. A study of job characteristics and job dimensions as based on the Position Analysis Questionnaire(PAQ). Journal of Applied Psychology,1972,56(4):347-368 被引 3 次    
4.  Harvey R J. Influence of amount of job descriptive information on job analysis rating accuracy. Journal of Applied Psychology,1988,73(3):457-446 被引 3 次    
5.  Landy E J. Job analysis:The composition of SME samples. Personnel Psychology,1991,44:27-50 被引 3 次    
6.  Morgeson F P. Social and cognitive sources of potential inaccuracy in job analysis. Journal of Applied Psychology,1997,82(5):627-655 被引 8 次    
7.  Morgeson F P. Self-presentation processes in job analysis:a field experiment investigating inflation in abilities. Journal of Applied Psychology,2004,89(4):674-686 被引 4 次    
8.  Conte J M. Human Performance,2005,18(1):1-21 被引 6 次    
9.  Harvey R J. Handbook of industrial and organizational psychology (Vol.2).2nd ed,1991:71-164 被引 1 次    
10.  罗凤英. 职务分析中的不准确性来源. 心理科学进展,2003,11(2):214-219 被引 3 次    
11.  Borman W C. Time-spent responses as time allocation strategies:relations with sales performance in a stockbroker sample. Personnel Psychology,1992,45(4):763-777 被引 2 次    
12.  Sanchez J I. Understanding within-job title variance in job-analytic ratings. Journal of Business&Psychology,1998,12(4):407-420 被引 2 次    
13.  Tross S A. The Relationship between SME job experience and job analysis Ratings:findings with and without statistical control. Journal of Business&Psychology,2000,15(1):97-110 被引 3 次    
14.  Lindell M K. Relationship between organizational context and job analysis task ratings. Journal of Applied Psychology,1998,83(5):769-776 被引 5 次    
15.  Hackman J R. Motivation through the design of work:test of a theory. Organizational Behavior and Human Performance,1976,16:250-279 被引 45 次    
16.  Ilgen D R. Handbook of industrial and organizational psychology (Vol.2).2nd ed,1991:165-207 被引 1 次    
17.  Van Iddekinge C H. Modeling error variance in job specification ratings:the influence of rater. Journal of Applied Psychology,2005,90(2):323-334 被引 3 次    
18.  李文东. 工作分析研究的新趋势. 心理科学进展,2006:待发表 被引 1 次    
19.  Schmitt N. Internal analyses of task ratings by job incumbents. Journal of Applied Psychology,1989,74(1):96-104 被引 4 次    
20.  Avolio B J. Ratings of managerial skill requirements:comparison of age-and job-related factors. Psychology&Aging,1989,14(4):464-470 被引 3 次    
引证文献 4 篇

1 时勘 基于胜任特征模型的人力资源开发 心理科学进展,2006,14(4):586-595
被引 16 次

2 陈笃升 职业信息网络的框架、特征和应用 心理科学进展,2013,21(4):721-731
被引 0 次

显示所有4篇文献

论文科学数据集
PlumX Metrics
相关文献

 作者相关
 关键词相关
 参考文献相关

版权所有 ©2008 中国科学院文献情报中心 制作维护：中国科学院文献情报中心
地址：北京中关村北四环西路33号 邮政编码：100190 联系电话：(010)82627496 E-mail:cscd@mail.las.ac.cn 京ICP备05002861号-4 | 京公网安备11010802043238号