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A COMPARISON OF GLOBAL JUDGMENT VS. TASK ORIENTED APPROACHES TO JOB CLASSIFICATION
Author(s) -
SACKETT PAUL R.,
CORNELIUS EDWIN T.,
CARRON THEODORE J.
Publication year - 1981
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.1744-6570.1981.tb01430.x
Subject(s) - task (project management) , multidimensional scaling , psychology , similarity (geometry) , job analysis , job performance , cognitive psychology , social psychology , applied psychology , computer science , artificial intelligence , machine learning , job satisfaction , management , economics , image (mathematics)
The purpose of this study was to determine the extent to which direct judgments of similarity by supervisors and incumbents could provide the same job classification results as a more elaborate job analysis procedure involving measures of task overlap among jobs. To accomplish this, 8 foreman jobs in a chemical processing plant were analyzed and compared on 237 task statements. In addition, 15 foremen incumbents and 17 supervisors evaluated the similarities among the same 8 foremen jobs in a paired comparisons rating task. The task‐oriented job analysis required hundreds of man‐hours to complete; the rating task took 15 minutes. Results using hierarchical cluster analysis and multidimensional scaling analysis revealed that the global judgments and the task‐oriented data led to identical conclusions. Also, it was found that incumbent ratings produced the same results as ratings from supervisors. Uses, advantages, and disadvantages of the procedure are outlined.