Ch2 - Job Analysis Methods

Question 1

Contains 194 items organized into six main dimensions: information input, mental processes, work output, relationships with other persons, job context, and other job-related variables such as work
schedule, pay, and responsibility

Answer 1

Position Analysis Questionnaire

Question 2

Include item content and style, new items to increase the
discriminatory power of the intellectual and decision-making dimensions, and an emphasis on having a
Job analyst, rather than the incumbent.

Answer 2

Job Structure Profile

Question 3

Another instrument designed as an alternative to the PAQ. Developed by Cornelius and Hakel, It contains 153 items and has a readability level appropriate for an
employee with only a tenth-grade education

Answer 3

Job Elements Inventory

Question 4

A quick method that could be used by the federal

government to analyze and compare thousands of jobs.

Answer 4

Functional Job Analysis

Question 5

With more than 400 questions covering five major categories: tools and equipment, perceptual and physical requirements, mathematical requirements, communication requirements, and
decision making and responsibility. It is the only job analysis method containing a detailed section on
tools and equipment

Answer 5

Job Components Inventory

Question 6

With more than 400 questions covering five major categories: tools and equipment, perceptual and physical requirements, mathematical requirements, communication requirements, and
decision making and responsibility. It is the only job analysis method containing a detailed section on
tools and equipment

Answer 6

Job Components Inventory

Question 7

To obtain information about the work environment. It means “ergonomic job analysis procedure.”

Answer 7

AET

Arbeitswissenschaftliches Erhebungsverfahren zur Tatigkeitsanalyse

Question 8

A national job analysis system created by the federal

government to replace the Dictionary of Occupational Titles (DOT)

Answer 8

Occupational Information Network (O*NET)

Question 9

Used to discover actual incidents of job behavior that make the difference between a job’s
successful or unsuccessful performance.

Answer 9

Critical Incident Technique

Question 10

It also provides information about the perceptual, physical, mathematical, communication, decision
making, and responsibility skills needed to perform the job.

Answer 10

Job Components Inventory

Question 11

This method is available only by hiring a particular consulting firm. It consists of 33 items that identify the traits that are necessary for the successful performance
of a job. The 33 items cover five trait categories: physical, mental, learned, motivational, and social.

Answer 11

Threshold Traits Analysis

Question 12

It requires incumbents
or job analysts to view a series of abilities and to rate the level of ability needed to perform the job. These ratings are performed for each of the 72 abilities and knowledge.

Answer 12

Fleishman Job Analysis Survey (F-JAS)

Question 13

A 132-item inventory developed by Pulakos, Arad, Donovan, and
Plamondon that taps the extent to which a job incumbent needs to adapt to situations on the job.

Answer 13

Job Adaptability Inventory

Question 14

Developed by Raymark, Schmit, and
Guion to identify the personality types needed to perform job-related tasks.
It consists of 107 items tapping 12 personality dimensions that fall under the “Big 5” personality dimensions.

Answer 14

Personality-Related Position Requirements Form (PPRF)