Date of Award
Doctor of Philosophy
The purpose of the present research was to develop a personality-oriented job analysis measure that could be used to identify non-cognitive person attitudes relevant to a given job. One application of this new job analysis measure could be to use it within a person-job (P-J) fit predictive framework.;Three studies were conducted. The first study was aimed at testing an initial item pool developed for the personality-oriented job analysis measure and selecting the best items for each scale. The job analysis measure was constructed to assess (a) 15 personality traits measured by the Jackson Personality Inventory (Jackson, 1994) and (b) 12 work values measured by the Work Values Survey (Fraboni & Jackson, 1992). In this first study, the final scales showed adequate to high levels of homogeneity and minimum levels of scale redundancy (N = 106).;In Study 2 the new personality-oriented job analysis measure was administered to 192 workers so as to develop relatively distinct job profiles that were later used in Study 3. The inter-rater reliability of these profiles was found to be quite high. Relations of job scales with demographic variables, such as age, education, gender, and tenure, indicated that differences between judges on these variables had little effect on worker perceptions of their jobs.;In Study 3, a parallel was drawn between employment interviewers' subjective judgments of applicants' suitability for employment and objective measures of person-job fit. It was hypothesized that objective fit estimates would be a superior predictor of job performance and satisfaction than would subjective fit estimates. Further, it was predicted that objective fit indices would be a better predictor of job performance and satisfaction than would person variables used alone as predictors. The comparative results of Study 3 suggest that P-J fit methods utilizing profile comparison indices may not be more advantageous than the traditional multiple regression approach.;The results of the studies are interpreted as providing some evidence for the validity of the new personality-oriented job analysis measure in identifying job-relevant person attributes and in using these non-cognitive measures as predictors of job performance and satisfaction.
Fraboni, Maryann Frances, "Personality-oriented Job Analysis" (1995). Digitized Theses. 2551.