Browsing by Author "Hayes, Theodore Laurance"
Now showing 1 - 2 of 2
Results Per Page
Sort Options
Item CONFIRMATORY FACTOR ANALYSIS OF THE JOB ELEMENT INVENTORY(1987) Hayes, Theodore LauranceStructured methods of job analysis have traditionally been based upon theories of job performance that describe work in terms of discrete dimensions of behaviors, such as work output, relations with others, etc. Recent job analysis research has sought to reduce the effort of a traditional structured job analysis by reducing the demands placed upon the rater providing job analysis information. The Job Element Inventory (JEI) is one such structured job analysis inventory which seeks to reduce the effort in the job analysis process while assessing jobs through a priori theories of work activities. Early research has shown that the JEI has many desirable properties, though the replicability of its putative structure has not been addressed. This research employed confirmatory factor analysis methods designed to assess the replicability of the structure of the JEI in many different samples of data. Results indicate that the JEI's structure was recoverable, with minor modifications, across several disparate jobs. These results were consonant with popular theories of work behavior. Implications for future applications of the JEI are discussed.Item Is there judgment bias in the assessment center method?(1990) Hayes, Theodore Laurance; Gaugler, Barbara B.Recent analyses of assessment center ratings have demonstrated that assessors who are trained to make dimension-based assessments may instead base their judgments on information other than dimension performance. This study evaluated the effects of enhanced accountability to make justifiable behavioral recordings and evaluations on assessor accuracy. Specifically, it was predicted that enhanced accountability to justify ratings and behavioral observations would lead assessors to make more accurate ratings and observations, as compared to the ratings and observations made by assessors whose personal accountability was not enhanced. Results showed that when accountability was not enhanced, as predicted, assessors relied on extraneous performance information (exercises, personality evaluations) when making their overall ratings. Assessors whose accountability was enhanced used only dimension information when making overall ratings, made more efficient behavioral observations and classifications, and had higher overall rating accuracy than did assessors whose accountability was not enhanced. However, enhanced accountability did not result in significantly different overall confidence of assessors in their decisions as compared to those whose accountability had not been enhanced.