Browsing by Author "Thomas, Jay C."

Now showing 1 - 3 of 3
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    A principal components analysis of the professional and managerial position questionnaire with a subsequent translation into a task-oriented job analysis procedure
    (1982) Wedding, Daryl L.; Thomas, Jay C.; Howell, William C.; Lane, David M.
    Data was collected on 74 professional and managerial jobs using the Position Analysis Questionnaire (PMPQ). In the first study a principal components analysis was performed with eight principal components being selected for rotation and interpretation. These components were compared to the original ten components found in the developmental study. This comparison revealed a high degree of congruency between the two sets of components. In the second study expert raters attempted to reliably translate job descriptions based on PMPQ data into the task-oriented functions of People, Data, and Things used by the Dictionary of Occupational Titles. The results indicated that raters could not do this, thus highlighting the differences between worker- and task-oriented job analysis procedures. The advantages and disadvantages of principal components analysis and ideas for future lines of research are discussed.
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    A psychophysical study of performance ratings
    (1983) Martin Domingo, Maria del Carmen; Thomas, Jay C.; Howell, William C.; Lane, David M.
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    The effect of group discussion on evaluations of job applicants
    (1983) Peek, Amanda; Dipboye, Robert L.; Anderson, Craig A.; Thomas, Jay C.; Hall, William C.
    Two experiments examined the effect of group discussion on subsequent evaluations of job applicants. The hypothesis was tested that discussion would polarize the evaluations of applicants such that the average post-discussion evaluation would be more extreme in the same direction as the average of the prediscussion evaluations. The relationship between polarization and quality of the evaluations was also examined. Measures of evaluation quality included interrater reliability and accuracy of recall of applicant and job characteristics. Subject groups were employed under two Discussion conditions: discussion of applicants or discussion of an irrelevant topic. Experiment 1 found a marginal polarization effect and an increase in interrater reliability following discussion of applicants. Experiment 2 also found a marginal polarization effect but no differences between conditions on interrater reliability or recall accuracy. Combined results suggest discussion may serve to polarize evaluations of job applicants, although each individual experiment did not statistically confirm the hypothesis.