Download or read book Context Effects in Job Evaluation written by Robert Earl Warner and published by . This book was released on 1967 with total page 90 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Context Effects in Job Evaluation written by Joseph Matthew Madden and published by . This book was released on 1960 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: Judgments may be distorted by a variety of influences. One potent influence is the context in which the object judged is place. When a list of jobs is being evaluated in a job-evaluation program, each job is presented to the rater in the context of all the remaining jobs on the list. This study demonstrates that jobs may be listed together in such a way as to seriously bias evaluation scores. When a list is composed of all high-value jobs, the obtained evaluation scores were lower than the "true" ones. When a list was composed of all low-value jobs, the evaluation scores were higher. On lists containing a majority of high-value jobs, the low-value jobs were judged even lower; and the reverse was true when the list contained a majority of low-value jobs. Other types of context effects were also observed. Suggestions were made for the control of context effects in the Air Force job-evaluation program.
Download or read book Context Effects in Job Evaluation written by Joseph M. Madden and published by . This book was released on 1960 with total page 31 pages. Available in PDF, EPUB and Kindle. Book excerpt: Judgments may be distorted by a variety of influences. One potent influence is the context in which the object judged is place. When a list of jobs is being evaluated in a job-evaluation program, each job is presented to the rater in the context of all the remaining jobs on the list. This study demonstrates that jobs may be listed together in such a way as to seriously bias evaluation scores. When a list is composed of all high-value jobs, the obtained evaluation scores were lower than the "true" ones. When a list was composed of all low-value jobs, the evaluation scores were higher. On lists containing a majority of high-value jobs, the low-value jobs were judged even lower; and the reverse was true when the list contained a majority of low-value jobs. Other types of context effects were also observed. Suggestions were made for the control of context effects in the Air Force job-evaluation program.
Download or read book Context Effects in Job Evaluation written by Joseph Matthew Madden and published by . This book was released on 1960 with total page 44 pages. Available in PDF, EPUB and Kindle. Book excerpt: Judgments may be distorted by a variety of influences. One potent influence is the context in which the object judged is place. When a list of jobs is being evaluated in a job-evaluation program, each job is presented to the rater in the context of all the remaining jobs on the list. This study demonstrates that jobs may be listed together in such a way as to seriously bias evaluation scores. When a list is composed of all high-value jobs, the obtained evaluation scores were lower than the "true" ones. When a list was composed of all low-value jobs, the evaluation scores were higher. On lists containing a majority of high-value jobs, the low-value jobs were judged even lower; and the reverse was true when the list contained a majority of low-value jobs. Other types of context effects were also observed. Suggestions were made for the control of context effects in the Air Force job-evaluation program.
Download or read book The Methods and Foundations of Job Evaluation in the United States Air Force written by Joseph M. Madden and published by . This book was released on 1961 with total page 72 pages. Available in PDF, EPUB and Kindle. Book excerpt: "This report summarizes the history of job evaluation and gives a critical review of the technical literature as a background for the Air Force job evaluation plan. The Air Force plan is described with the rationale for each phase. A discussion of unsolved problems includes an outline of research needed to discover solutions of these problems. An Appendix lists a 200-item bibliography with abstracts." -- page iii.
Download or read book Effect of Degree of Familiarity in Job Evaluation written by Raymond E. Christal and published by . This book was released on 1960 with total page 14 pages. Available in PDF, EPUB and Kindle. Book excerpt: A significant association between the familiarity of the rater with a job and the ratings he assigns to the job was found for 17 of 50 Air Force specialties. Assuming that the most valid ratings are those given by highly familiar raters, it appears that highly technical jobs tend to be under-evaluated by raters who are unfamiliar with the work performed. On the other hand, some jobs ten to be over-evaluated by raters who are unfamiliar with the work performed. These findings point to the necessity for controlling the level of familiarity when job evaluation is conducted.
Download or read book AFHRL TR written by Air Force Human Resources Laboratory and published by . This book was released on 1968 with total page 754 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book AFHRL TR written by and published by . This book was released on 1968 with total page 180 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book Pay for Performance written by National Research Council and published by National Academies Press. This book was released on 1991-02-01 with total page 221 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Pay for performance" has become a buzzword for the 1990s, as U.S. organizations seek ways to boost employee productivity. The new emphasis on performance appraisal and merit pay calls for a thorough examination of their effectiveness. Pay for Performance is the best resource to date on the issues of whether these concepts work and how they can be applied most effectively in the workplace. This important book looks at performance appraisal and pay practices in the private sector and describes whetherâ€"and howâ€"private industry experience is relevant to federal pay reform. It focuses on the needs of the federal government, exploring how the federal pay system evolved; available evidence on federal employee attitudes toward their work, their pay, and their reputation with the public; and the complicating and pervasive factor of politics.
Download or read book A Review of Some Literature on Judgment with Implications for Job Evaluation written by Joseph M. |q (Joseph Matthew) Madden and published by . This book was released on 1960 with total page 24 pages. Available in PDF, EPUB and Kindle. Book excerpt: Job evaluation has been described as a psychological process closely resembling those which have been subjected to experimentation both in the laboratory and in practical situations. It is based on the psychophysical method of single stimuli. Predictions from previous research indicate that the evaluation of job receives is most reliable when it is judged in a group with other jobs, and that the composition of this group influences the evaluation it receives. If the presence of these context effects in job evaluation is verified, the next step is to design an adequate procedure for their control. Determination of the optimal method of representing the job to the rater and an examination of the effects of residual factors, such as familiarity of the rater with the job being rated, may also suggest changes in current job evaluation procedures. All of these phenomena should be considered in their relationship to Air Force job-evaluation procedures.
Download or read book Air Force Research on Job Evaluation Procedures written by Raymond E. Christal and published by . This book was released on 1961 with total page 30 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book A Review of Some Literature on Judgment with Implications for Job Evaluation written by Joseph M. Madden and published by . This book was released on 1960 with total page 14 pages. Available in PDF, EPUB and Kindle. Book excerpt: Job evaluation has been described as a psychological process closely resembling those which have been subjected to experimentation both in the laboratory and in practical situations. It is based on the psychophysical method of single stimuli. Predictions from previous research indicate that the evaluation of job receives is most reliable when it is judged in a group with other jobs, and that the composition of this group influences the evaluation it receives. If the presence of these context effects in job evaluation is verified, the next step is to design an adequate procedure for their control. Determination of the optimal method of representing the job to the rater and an examination of the effects of residual factors, such as familiarity of the rater with the job being rated, may also suggest changes in current job evaluation procedures. All of these phenomena should be considered in their relationship to Air Force job-evaluation procedures.
Download or read book Familiarity Effects in Evaluative Judgments written by Joseph M. Madden and published by . This book was released on 1960 with total page 16 pages. Available in PDF, EPUB and Kindle. Book excerpt: This report is one of a series dealing with rater bias in job evaluation. It was found that the more familiar the rater is with the job being evaluated, the higher his rating is likely to be. This effect was observed for five of the 14 job evaluation rating factors used: Adaptability, Decision-making, Managerial and Supervisory, Mental Work, and Working Conditions. Methods are suggested for controlling the familiarity effect in the Air Force job evaluation system.
Download or read book Reliability of Job Evaluation Ratings as a Function of Number of Raters written by Raymond E. Christal and published by . This book was released on 1960 with total page 36 pages. Available in PDF, EPUB and Kindle. Book excerpt: Reliabilities of single ratings and pooled ratings of Air Force job evaluation factors were estimated from ratings on 50 Air Force specialties by student officers attending the Command and Staff School. The Spearman-Brown prophecy formula was found to produce reliability estimates which were practically identical to those obtained by randomly drawing samples and computing the reliability for each one. The inter-rater and rate-rerate reliability of the Air Force job evaluation system was found to be adequate when the composites were based upon an average of the ratings made by 10 to 15 officers at the USAF Command and Staff School. The reliability of such mean ratings did not rise appreciably as the number of raters was increased beyond 20. When the basis of rating was a full-length job description, the raters tended to assign higher values than when they based their ratings on a brief Specialty Summary. However, the rank ordering of the specialties remained essentially unchanged. Reliability of the ratings was approximately the same whether long or short job descriptions were used.
Download or read book Officer Grade Requirements Project written by and published by . This book was released on 1965 with total page 64 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book The Age Context of Performance Evaluation Decisions written by and published by . This book was released on 1991 with total page 62 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Download or read book WADC Technical Note written by United States. Wright Air Development Division and published by . This book was released on 1960 with total page 978 pages. Available in PDF, EPUB and Kindle. Book excerpt:
