The Prediction of Job Ability Requirements Using Attribute Data Based upon the Position Analysis Questionnaire (PAQ).
Abstract
Investigators have suggested alternatives to the use of traditional validation procedures for validating personnel selection test procedures. In those situations where traditional validation is difficult to apply, investigators suggest using a procedure which has most recently been called 'job component validity. A number of different approaches to job component validity have been used, and in general research has revealed substantial promise. The various approaches have included use of data relating to the Position Analysis Questionnaire (PAQ) as the basis for deriving estimates of the aptitude requirements of jobs. PAQ is a structured job analysis procedure which analyzes jobs in terms of 187 job elements, using appropriate rating scales. Ratings of individual elements, in turn, can be used to derive scores on several job dimensions. The other method consisted of rating the relevance of each of many human 'attributes' to each of the individual job elements of the PAQ. This study explores alternative methods of combining the attribute-based data with the job analysis data to derive estimates of job aptitude requirements. Special attention was focused on the prediction of psychomotor test requirements.
Document Details
- Document Type
- Technical Report
- Publication Date
- Oct 01, 1976
- Accession Number
- ADA035623
Entities
People
- Ernest J. McCormick
- James B. Shaw
Organizations
- Purdue University