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EMPIRICALLY DERIVED JOB FAMILIES AS A FOUNDATION FOR THE STUDY OF VALIDITY GENERALIZATION
Author(s) -
TAYLOR L. R.
Publication year - 1978
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1978.tb00450.x
Subject(s) - psychology , inter rater reliability , generalization , reliability (semiconductor) , job analysis , job performance , test validity , foundation (evidence) , validity , cluster analysis , applied psychology , social psychology , econometrics , psychometrics , statistics , job satisfaction , mathematics , rating scale , clinical psychology , developmental psychology , power (physics) , mathematical analysis , physics , archaeology , quantum mechanics , history
The purpose and background of a series of three studies dealing with validity generalization are discussed, an overview of the series is provided, and the initial study is described. In the initial study a total of 76 insurance company jobs was analyzed by 203 raters in an effort to assess the potential usefulness of the Position Analysis Questionnaire (PAQ) as a job analysis device to be employed in a more extensive, companywide research program. Examination of rate‐rerate and interrater reliability suggested that rate‐rerate reliability was quite good, while interrater reliability estimates were somewhat lower. Cluster analysis techniques were applied to the five Overall and 17 Component dimensions of the PAQ yielding six job families in both analyses. The job families were described in terms of the various PAQ dimensions and were judged to be organizationally meaningful. Although the job clustering results were generally acceptable, it was conjectured that job families formed on the basis of company specific dimensions might prove even more meaningful.