Work analysis: From technique to theory.
暂无分享,去创建一个
[1] Stephen J. Gerras,et al. Climate as a moderator of the relationship between leader-member exchange and content specific citizenship: safety climate as an exemplar. , 2003, The Journal of applied psychology.
[2] J. Pfeffer. Seven Practices of Successful Organizations , 1998, California Management Review.
[3] Amy L. Kristof. PERSON-ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS , 1996 .
[4] E. Ghiselli,et al. The validity of occupational aptitude tests , 1967 .
[5] Patrick H. Raymark,et al. IDENTIFYING POTENTIALLY USEFUL PERSONALITY CONSTRUCTS FOR EMPLOYEE SELECTION , 1997 .
[6] O. F. Voskuijl,et al. Determinants of Interrater Reliability of Job Analysis: A Meta-analysis , 2002 .
[7] J. W. Cunnigham. Generic Job Descriptors: A Likely Direction in Occupational Analysis , 1996 .
[8] Walter Schneider,et al. Controlled and Automatic Human Information Processing: 1. Detection, Search, and Attention. , 1977 .
[9] Milton D. Hakel,et al. CONVERGENCE AMONG DATA SOURCES, RESPONSE BIAS, AND RELIABILITY AND VALIDITY OF A STRUCTURED JOB ANALYSIS QUESTIONNAIRE , 1979 .
[10] F. Morgeson,et al. O*NET's theoretical contributions to job analysis research. , 1999 .
[11] Christopher E. Sager,et al. Occupation-specific descriptors: Approaches, procedures, and findings. , 1999 .
[12] Sidney Gael,et al. Job analysis : a guide to assessing work activities , 1983 .
[13] John E. Delery,et al. Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions , 1996 .
[14] Daniel R. Ilgen,et al. The structure of work: Job design and roles. , 1991 .
[15] J. C. Flanagan. Psychological Bulletin THE CRITICAL INCIDENT TECHNIQUE , 2022 .
[16] S. Silverman,et al. The Effects of Age and Job Experience on Employee Responses to a Structured Job Analysis Questionnaire , 1984 .
[17] Jeffrey M. Cucina,et al. Personality-Based Job Analysis and The Self-Serving Bias , 2005 .
[18] Paul E. Levy,et al. The Importance of Instrumentality Beliefs in the Prediction of Organizational Citizenship Behaviors , 2001 .
[19] Edward L. Levine,et al. Determining important tasks within jobs: A policy-capturing approach. , 1989 .
[20] Sharon K. Parker,et al. `That is my job' , 2007 .
[21] J. Terborg,et al. Interactional Psychology and Research on Human Behavior in Organizations , 1981 .
[22] Robert K. Merton,et al. Social Theory and Social Structure: Toward the Codification of Theory and Research. , 1950 .
[23] L. Friedman,et al. Degree of redundancy between time, importance, and frequency task ratings. , 1990 .
[24] Simon S. K. Lam,et al. Instrumental values of organizational citizenship behavior for promotion: a field quasi-experiment. , 2000, The Journal of applied psychology.
[25] Scott B. MacKenzie,et al. Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences , 2005 .
[26] A. Tversky,et al. Judgment under Uncertainty: Heuristics and Biases , 1974, Science.
[27] Roni Reiter-Palmon,et al. Development of an O*NET Web-Based Job Analysis and its Implementation in the U. S. Navy: Lessons Learned , 2006 .
[28] E. A. Fleishman,et al. Toward a Taxonomy of Human Performance. , 1975 .
[29] B. Biddle,et al. Role Theory: Expectations, Identities, and Behaviors , 1979 .
[30] N. Schmitt,et al. Internal analyses of task ratings by job incumbents. , 1989 .
[31] Michael D. Mumford,et al. UNDERSTANDING WORK USING THE OCCUPATIONAL INFORMATION NETWORK (O*NET): IMPLICATIONS FOR PRACTICE AND RESEARCH , 2001 .
[32] C. Muntaner,et al. Descriptive dimensions of US occupations with data from the O*NET , 2004 .
[33] P. Richard Jeanneret,et al. Applications of Job Component/Synthetic Validity to Construct Validity , 1992 .
[34] Edwin T. Cornelius,et al. Dimensionality of the Job Element Inventory, a simplified worker-oriented job analysis questionnaire. , 1988 .
[35] F. Morgeson,et al. What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context , 2007 .
[36] Robert C. Mecham,et al. A study of job characteristics and job dimensions as based on the Position Analysis Questionnaire (PAQ). , 1972 .
[37] Gerald R. Ferris,et al. The Dimensionality of Job Characteristics. Some Neglected Issues , 1986 .
[38] Jeffery S. Schippmann. Strategic Job Modeling: Working at the Core of Integrated Human Resources , 1999 .
[39] Erich C. Dierdorff,et al. A meta-analysis of job analysis reliability. , 2003, The Journal of applied psychology.
[40] James G. Combs,et al. HOW MUCH DO HIGH-PERFORMANCE WORK PRACTICES MATTER? A META-ANALYSIS OF THEIR EFFECTS ON ORGANIZATIONAL PERFORMANCE , 2006 .
[41] P. Wright. The Social Psychology of Organizations, (2nd Ed): Daniel Katz and Robert L. Kahn New York: Wiley, 1978, 838 pp. , 1979 .
[42] Filip Lievens,et al. Inferring Competencies 2 Easing the Inferential Leap in Competency Modeling : The Effects of Task-Related Information and Subject Matter Expertise , 2004 .
[43] Mark A. Wilson. A History of Job Analysis. , 2007 .
[44] Stephen E. Humphrey,et al. Job and team design: Toward a more integrative conceptualization of work design , 2008 .
[45] Filip Lievens,et al. Can training improve the quality of inferences made by raters in competency modeling? A quasi-experiment. , 2007, The Journal of applied psychology.
[46] Paul E. Tesluk,et al. Toward an integrated model of work experience. , 1998 .
[47] Wayman C. Mullins,et al. Group composition as a determinant of job analysis outcomes. , 1988 .
[48] Ning Wang. Examining reliability and validity of job analysis survey data. , 2003, Journal of applied measurement.
[49] J. Hunter. Cognitive ability, cognitive aptitudes, job knowledge, and job performance , 1986 .
[50] Paul R. Sackett,et al. Job and Work Analysis , 2012 .
[51] F. Morgeson,et al. Human resource configurations: investigating fit with the organizational context. , 2008, The Journal of applied psychology.
[52] Eric D. Heggestad,et al. USING WEB‐BASED FRAME‐OF‐REFERENCE TRAINING TO DECREASE BIASES IN PERSONALITY‐BASED JOB ANALYSIS: AN EXPERIMENTAL FIELD STUDY , 2009 .
[53] John E. Hunter,et al. Development of a general solution to the problem of validity generalization. , 1977 .
[54] Wayne F. Cascio,et al. Research in industrial and organizational psychology from 1963 to 2007: changes, choices, and trends. , 2008, The Journal of applied psychology.
[55] F. Morgeson,et al. Self-presentation processes in job analysis: a field experiment investigating inflation in abilities, tasks, and competencies. , 2004, The Journal of applied psychology.
[56] D. Magnusson,et al. Personality at the crossroads : current issues in interactional psychology , 1977 .
[57] Robert D. Gatewood,et al. Human Resource Selection , 1997 .
[58] Mark A. Huselid,et al. Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance , 1997 .
[59] R. Tett,et al. A personality trait-based interactionist model of job performance. , 2003, The Journal of applied psychology.
[60] G. Johns. The Essential Impact of Context on Organizational Behavior , 2006 .
[61] C. Hempel,et al. Aspects of Scientific Explanation and Other Essays in the Philosophy of Science. , 1966 .
[62] C. M. Siddique. Job analysis: a strategic human resource management practice , 2004 .
[63] Michael T. Brannick,et al. Job and Work Analysis: Methods, Research, and Applications for Human Resource Management , 2019 .
[64] M. Silver,et al. The origins of O*NET. , 1999 .
[65] S. Kozlowski,et al. A disagreement about within-group agreement: Disentangling issues of consistency versus consensus. , 1992 .
[66] Erich C. Dierdorff,et al. Consensus in work role requirements: the influence of discrete occupational context on role expectations. , 2007, The Journal of applied psychology.
[67] Walter C. Borman,et al. Citizenship Performance: Its Nature, Antecedents, and Motives , 2001 .
[68] Daniel G. Bachrach,et al. The influence of management journals in the 1980s and 1990s , 2005 .
[69] Dan J. Putka,et al. Modeling error variance in job specification ratings: the influence of rater, job, and organization-level factors. , 2005, The Journal of applied psychology.
[70] W. Borman,et al. TIME‐SPENT RESPONSES AS TIME ALLOCATION STRATEGIES: RELATIONS WITH SALES PERFORMANCE IN A STOCKBROKER SAMPLE , 2006 .
[71] Gary W. Carter,et al. LINKING O*NET DESCRIPTORS TO OCCUPATIONAL LITERACY REQUIREMENTS USING JOB COMPONENT VALIDATION , 2008 .
[72] Ronald A. Ash,et al. THE PRACTICE OF COMPETENCY MODELING , 2000 .
[73] Michael A. Campion,et al. Accuracy in job analysis: toward an inference‐based model , 2000 .
[74] D. Marlowe,et al. Social desirability and response to perceived situational demands. , 1961, Journal of consulting psychology.
[75] Thomas M. Stutzman,et al. AN EVALUATION OF METHODS TO SELECT RESPONDENTS TO STRUCTURED JOB‐ANALYSIS QUESTIONNAIRES , 1986 .
[76] S. Green,et al. Evaluation of an index to detect inaccurate respondents to a task analysis inventory , 1990 .
[77] R. Goffin,et al. An Empirical Method of Determining Employee Competencies/KSAOs From Task-Based Job Analysis , 2006 .
[78] M. Andrew,et al. Convergent Validity of O*NET Holland Code Classifications , 2005 .
[79] Winston Bennett,et al. Team Task Analysis: Identifying Tasks and Jobs That Are Team Based , 2005, Hum. Factors.
[80] Elizabeth B. Bizot,et al. MATCHING INDIVIDUALS TO OCCUPATIONS USING ABILITIES AND THE O*NET: ISSUES AND AN APPLICATION IN CAREER GUIDANCE , 2004 .
[81] Steven F. Cronshaw. Job Analysis: Changing Nature of Work , 1998 .
[82] Edward L. Levine,et al. Accuracy or consequential validity: which is the better standard for job analysis data? , 2000 .
[83] Mark A. Huselid. The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance , 1995 .
[84] Walter C. Borman,et al. Generalized work activities , 1999 .
[85] Ronald A. Ash,et al. A note on the readability on the Position Analysis Questionnaire (PAQ). , 1975 .
[86] Juan I. Sanchez. From documentation to innovation: Reshaping job analysis to meet emerging business needs , 1994 .
[87] Daniel J. McAllister,et al. Disentangling role perceptions: how perceived role breadth, discretion, instrumentality, and efficacy relate to helping and taking charge. , 2007, The Journal of applied psychology.
[88] Erich C. Dierdorff,et al. CARELESSNESS AND DISCRIMINABILITY IN WORK ROLE REQUIREMENT JUDGMENTS: INFLUENCES OF ROLE AMBIGUITY AND COGNITIVE COMPLEXITY , 2007 .
[89] Benjamin Schneider,et al. Strategic job analysis , 1989 .
[90] Erich C. Dierdorff,et al. It's the nature of the work: examining behavior-based sources of work-family conflict across occupations. , 2008, The Journal of applied psychology.
[91] Paul R. Sackett,et al. Effects of using high- versus low-performing job incumbents as sources of job-analysis information. , 1987 .
[92] Kan Shi,et al. The transportability of job information across countries , 2008 .
[93] K S Bowers,et al. Situationism in psychology: an analysis and a critique. , 1973, Psychological review.
[94] Edwin T. Cornelius,et al. A comparison of holistic and decomposed judgment strategies in job analyses by job incumbents. , 1980 .
[95] M. A. Campion,et al. The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management , 1994 .
[96] Mark A. Wilson,et al. Repeating items to estimate the test-retest reliability of task inventory ratings. , 1990 .
[97] Mark A. Huselid,et al. The Impact of Human Resource Management Practices on Perceptions of Organizational Performance , 1996 .
[98] David J. Woehr,et al. Rater training for performance appraisal: A quantitative review , 1994 .
[99] J. Madden. The effect of varying the degree of rater familiarity in job evaluation. , 1962 .
[100] Michael A. Campion,et al. Social and Cognitive Sources of Potential Inaccuracy in Job Analysis , 1997 .
[101] Frank J. Landy,et al. Job analysis: The composition of SME samples. , 1991 .
[102] Michael K. Lindell,et al. Relationship between organizational context and job analysis task ratings. , 1998 .
[103] Norman G. Peterson,et al. An occupational information system for the 21st century: The development of O*NET. , 1999 .
[104] Erich C. Dierdorff,et al. The milieu of managerial work: an integrative framework linking work context to role requirements. , 2009, The Journal of applied psychology.
[105] Andrea De Lucia,et al. The Art and Science of Competency Models: Pinpointing Critical Success Factors in Organizations , 1999 .
[106] E. J. Mccormick,et al. Job Analysis: Methods and Applications , 1979 .
[107] Erich C. Dierdorff,et al. EFFECTS OF DESCRIPTOR SPECIFICITY AND OBSERVABILITY ON INCUMBENT WORK ANALYSIS RATINGS , 2009 .
[108] Monica A Hemingway,et al. The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance. , 2005, The Journal of applied psychology.
[109] B. Biddle. RECENT DEVELOPMENTS IN ROLE THEORY , 1986 .
[110] Kristin O. Prien,et al. Interrater Reliability in Job Analysis: Differences in Strategy and Perspective , 2003 .
[111] F. Landy,et al. The Relationship Between Work Attitudes and Job Analysis Ratings: Do Rating Scale Type and Task Discretion Matter? , 2005 .
[112] G. Graen. Role-making processes within complex organizations , 1976 .
[113] E. Levine,et al. The Construct Validity of Task Inventory Ratings: A Multitrait-Multimethod Analysis , 2000 .
[114] Elizabeth Wolfe Morrison,et al. Role Definitions and Organizational Citizenship Behavior: The Importance of the Employee's Perspective , 1994 .
[115] Mark J. Martinko,et al. Impression Management in Organizations , 1988 .
[116] Mark H. Strong,et al. Work context: Taxonomy and measurement of the work environment. , 1999 .
[117] Juan I. Sanchez,et al. On the choice of scales for task analysis , 1992 .
[118] R. Tett,et al. Situation Trait Relevance, Trait Expression, and Cross-Situational Consistency: Testing a Principle of Trait Activation , 2000 .
[119] F. Morgeson,et al. SELECTING INDIVIDUALS IN TEAM SETTINGS: THE IMPORTANCE OF SOCIAL SKILLS, PERSONALITY CHARACTERISTICS, AND TEAMWORK KNOWLEDGE , 2005 .
[120] Kenneth N. Wexley,et al. An examination of differences between managerial effectiveness and response patterns on a structured job analysis questionnaire. , 1978 .
[121] Hugo Münsterberg,et al. Psychology and Industrial Efficiency , 1914 .
[122] Juan I. Sanchez,et al. The impact of raters' cognition on judgment accuracy: An extension to the job analysis domain , 1994 .
[123] Jimmy L. Mitchell,et al. Military Job Analysis: A Historical Perspective , 1996 .
[124] Greg L. Stewart,et al. AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMES , 2005 .
[125] D. J. Abramis. Work Role Ambiguity, Job Satisfaction, and Job Performance: Meta-Analyses and Review , 1994 .
[126] Douglas E. Pine. Assessing the Validity of Job Ratings: An Empirical Study of False Reporting in Task Inventories , 1995 .
[127] J. Fleiss,et al. Intraclass correlations: uses in assessing rater reliability. , 1979, Psychological bulletin.
[128] Gina J. Medsker,et al. RELATIONS BETWEEN WORK GROUP CHARACTERISTICS AND EFFECTIVENESS: IMPLICATIONS FOR DESIGNING EFFECTIVE WORK GROUPS , 1993 .
[129] M. Quiñones,et al. Task frequency rating accuracy : The effect of task engagement and experience , 1996 .
[130] Judith M. Collins,et al. Jackson and Schuler (1985) Revisited: A Meta-Analysis of the Relationships Between Role Ambiguity, Role Conflict, and Job Performance , 2000 .