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QUANTITATIVE APPROACHES TO JOB CLASSIFICATION: A REVIEW AND CRITIQUE
Author(s) -
HARVEY ROBERT J.
Publication year - 1986
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.1744-6570.1986.tb00582.x
Subject(s) - psychology , generalization , job analysis , compensation (psychology) , performance appraisal , test (biology) , job performance , applied psychology , personnel selection , aptitude , social psychology , job satisfaction , management , developmental psychology , epistemology , economics , biology , paleontology , philosophy
Job classification decisions underlie nearly all personnel functions (e.g., grouping for test validity generalization, compensation, performance appraisal, training needs analysis, career path and succession planning). Pearlman (1980) performed a comprehensive review of the job‐family literature, paying special attention to the problem of forming job families when generalizing aptitude test validities. This review addresses a more specific topic: selecting among and using the numerous quantitative job‐classification procedures, with a focus on the decision‐making tasks and practical difficulties that confront users of each.