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.9DOCUMENT RESUMEJICE 003 331'ED 103 708.McCorqickflErnest J.The Application of StructUred job AnalysisInformation Based PAQ). Final Rep6rt'No. 9.Purdue Univ.,: Lafayette, Ind. Occupational Research.NSTITUTION,Center'.-.I'Office' ,of Naval.:Rsearch,. Wahington, .D.C. PersOnnel.and. Training Research Progrdis .office.\.-i811011S: AGENCYTR-9:"REPORT NO:PUH DATE.Oct 74.NO( TE.38p.; Far other PAQ dOdaments, see CE'003 330 and CE.003 332,.I:BDRS PRICE.DESCRIPTORS,HC- 1.95 PLUS POSTAGEEmployment Qualifications; *Job Anal is; JobSatisfaction,: Military Personnel; Occup 4onalClusters; Questionnaires; *Research; ReseatckNF - 0.764Methodology; 'WagesIDENTIFIERSABSTRACTJob Elements; NaVy; PAQ; *Position AnalysisQuestionnaire.IThe Position Analysis Questionnaire i(PAQ) .is a jobanalysis instrument consisting pf 187 job elements organized into ixdivisions,'The PAQ was used in the eight studies summatrized in th sfinal report. The. studies were: 1(1) ratings 'ot the attributerequirements of PAQ job elements, (2) a seried'Of principalcomponents analyses of these attribute profiles; (3) derivation ojob dimensions,, (4) job, component validity based on ;PAQ data, ()."component method for establit ing dpmpendation rates, (6) thepersonal,factorsamalysis of rates of, naval co peps&lion (7) job and4.to job sntisActio , and (d) the development ofas'nd'CODAP'procedures.Thereportclusters based on the BC-TRYproVides information on satin procedures, methods of analysis,results, sample of jobs, .same e of naval billets, and discussion,where relevant. (AG).9.99,\4,

U S DEPARTMENT OF HEALTH,EDUCATION &WELFARENATIONAL INSTITUTE OFEDUCATIONTHIS DOCUMENT' HAS BEEN REPRODUCED EXACTLY AS REcE110 FROM.THE PERSON OR ORGANiZATIO ORIGINATING IT POINTS OF VIEW lopiNiONSSTATED DO NOT NECESSARILY REPRESENT OFFICIAL NATIoN.p. 1NSTITuTEoFEDUCATION PoSiTioNfOR POLicy

liwegrrr- ;wowWin"v1.1, vr,vv.e.THE APPLICATIC4 OF STRUCTUREDJOB. ANALYSIS INFORMATIONBASED ON .THE' POSITION/ ANALYSIS 9U2STIONNAIRE (PAQ)a.Ernest J. McCormickOccupational Research Ce ntrDepartment of Psychological, Sciencesurdu UniversityWest Lafayette, nnel 'and Training Researth ProgramsPsychological Sciences DivisionOffice of Naval Research ,Purdue Research Fo,.ndation.Ernest J. McCormiCkPrincipal ImiestigatorContract No. NO0014-6171-A-0226-0016Contract Authority Identificataon Number, NR, 151 -331Report No. .0ftOctober 1974aApproved for public release; distribution .0 limited.hole' or in part is periitted,Reproductionfor any purpose of the United States Governmenta4at.

fir. - InOlfr.W4W.aSECURITY CLASSIFICATION OF THIS PAGE (Whin DAIS EnteredREAD INSTRUCTJONS //:.teCIRACOMPLETINGR214iREkORT DOCUMENTATION ,PAGEv.I. REPORT NUMBER.Technical.' Report No. 9-4, TITLE (end Subtitle).,.5. TYPE OF REPORT .6 PERIOD doVERED.Final ReportThe application of-structured.job analysis in-,formation based on the Position Analysis QueststionnaireLPAQ)*.S.' PERFORMING ORO% REPORT NUMBER.'a7. AUTHOR(*)41.,CATALOG NUMBER2, GOVT ACCESSION NO, 3. RECIPIENT'S. ,.Erhesi J. McCormick':CONTRT NUTfifERTer'-;.1000014-67-0926-0016.,10. PROGRAM ELEMENT. PROJECT; TASK', AREA.6 WORK UNIT NUMBERS9. PERFORMINWORGANIZATION NAME AND ADDRESS4Occupational. Research CenterDtpartm, t-cif PsycholopicalAciencePurdue niversity, West Bafayette, IN.NR 151-331.,44907.12. REPORT DATE11. CoNTROLLING.OFFICE NAME AND ADDRESS.October. 1974Personnel and Training Research Programs.'Office.of Naval ResearCh.4,17,Arlington, Virginia.13. NUMBER OF PAGES. -\.from Controlling MOW4. MO ;TORINO AGENCY NAME & ADDRESSOI dttlerent,-,15. SECURITY CLASS.Jol thliaWi"-"O: 7.'"."*""Unclassified1.,/.,.16. DISTRIBUTION STATEMENT (olthle Report). 3e, DECLASSIFICATION/DOWNGRADING'/ t.,.SCHEDULE .,.1Reproduction in wholeApproved for. public release;.didtribUtion unlimited.for any Purpose of the .United States Government.,or.Au.part is permitted.,.,.,.-.----.,diners& from Boort).17.DismouTioN STATEMENT (of the abetted inlaid In Block 20, llI.,.,.10. SUPPLEMENTARY NOTES:.1',Not applicable.#.,,.idinilly by block number)19. KEY WORDS (Continue on mime olds If niciiitfe and4Job analysis:Position Analysis Questionnaire. (PAQ)Job dimensions.Prinaipnl compOhents analysis'.,.,.'/'block rumba)20, ABETRACT (Continue on times eldi 0 niciiiikty and "flintily by.based on the contract referred to above.This report. is .the final reportstudies thathaVe been carriedIn'large'part it is a summary of the,seveyglAll of these studies have in-'out 'under the' provisions of this contKact.procddure called the POsitionvolived the used a structured job analysisofThis job analysis instrument ,consists(PAQ).Analysis QuestionnaireIn 'the analysis of a jobsix divisions.187 ,job elements orgaized intoindividual elements to the job are 'ratedwith the PAQ the relevance of the.DD1727,13 1473EDITION OF 1 NOV 55 IS Oa OLE7EII/N 0 92.0 4.6601 ISECURITY CLASSIFICATION Of THIS PAGE (When Dego48Inlaid)

' .',ft1111116or «w.111',.7 7' ITY CLASSIFICATION OF THIS P,AGE(When Data Enittrid)910M101014---using any of, several rating scales such aimportance, time, etc.,The several studies-carried out ilicluded.th6 following:the'rekvance to the individual job elements, of the PAQ,of each of 76 attrAbutes, this resulting in an,attribute profile forThe rating "of,each of the. job elementic.componentsA'series of principle components-anaiyses.ofthese 4ttribute'profil9s.,A series of principle components analyses of data fox a sample of 370th% .jobs, this r4sulting-in.the identification.of 30. "divisional" jobdimensions, and 14'ft.eueral". (0) job dimensions.The use of 44ta baseccOn the.PA(rin the context .of job componentvalidity. (that is,.the static4al esitimation'of'aptitude requiretents,for.jobson the basiS of job analysis data).:'The use of data based on'teh PAQ for the estimation of compensation.:rates of jobs. 6. -The use of a special Navy'version,of;the PAQ for the analysis of cam'pensation relevant to enlisted billets on three aircraft carriers andof the rein air squadrons (in particular, a comparison was,latioAhip tween,the--compenSation for enlisted personnel as coin- ,ITTcompensation. that would-be appropriate for jobs in the .pated with't.civilianlabo market. ;with,correspOnding characttristiCsY.-The:devefopment ofjob clusters"based on 2 clustering procedures (theie,,.'.,.4BC -TRY and. the CODAP prdcedures).'.'-.,.The analysis of the r414tiOnShipjietween:job characteristics, personalinterests, and responsedisposii-64 of individuals Al related to jobsatisfaction-(this-Study being carried ,out .1ith jObi and job inr."cumbents in th6telephOne:industr,.In general terms, the results of these several studies lend further.Support for the use of data from structuredAob.analygis proceduresfor,various,persontiel-related objectives,o9t906.SECURITY CLASSIFICATION OF THISPASIERMan Data inIehNO.54

artAivTABLE OF CoNTENPS.,A.p.Page.INTRODUCTION'1.The Rationale for Structured Job Analaysis.P):ocedux:esThe.Analysis Quedtionnaire 'PA,Q).'.Previous Areas of!Resesich with the Position,.Analysis Questionnaire/ 12./3 ',,4,tro.2ATINGS OF THE ATTAIBUTEqtEQUIREMENTS"OF PAQJOB B14110MTS.:.Raters3.t.t.-.Rating Procedurese.Derivation.of Attiibute Pr,ofiles.,.,.- Reliability a Ratings43'3'4.l.1'41b.DERIVATION 'OF JOB DIMENSIONS .0.5Job Dim4nsions Based on Job Data'-.,.Job SamplesNow*Component. analyses carried outMethod of analysis.Results 1Job Dimensions,Based on Attei u e'Profile Data.Typed of analyses.Method.Results.coo. . sH.I-.5:-.5.-4ri. 10r566-6.,6,7/7:/Di-scussionI.7---Identification of Job Dimensionsid0JOB COMPONENT'ALIDITYTASED ON PAQ .DATA;10.Data Used 'in Present StudySample of JobsAnalyses PerformedResultsDiscussionkb0JOB COMPONENT 'METHOD FOR ESTABLISHING COMPENSATION RATES.14.,Simple of JobsPAQ-Baied Data Used 'as PrdictorsResUltsftbiscussiOn.,151616THE ANALYSIS OF RATES OF NAVAL COMPENSATION.'1112121314Position Analysis Questionnaire AQ: Navy,Edition .Samples of Naval BilletSipComparison of Naval and Civilian Compensation4.1(17.171718.04

OVTABLE OF CONTENTS (con't)THE ANALYSIS OF'RATES OF NAVAL COMPENSATION(con't)CSaiparison of Naval and CivilianComp,ensation.,I,18Bases of computation of.naval compensationCorrelations between civilian and navalcompensationComparison of .mean naval and civilian compensationratesDiscussion'"PAQ data for Establishing Pay Gradeslor NavalBillets:,Procedures and resultsDiscussioni18.1818' 19,19.1919.,JOB:AND:PERSONAL FACTORS AS RELATED TO-JOBSATISFACTION.,;Sample.-0,-.20'ata ISCUSSION,.21:,22.SO.:P.r.23,LIST OF TABLESTable1.a.24,PageSummary of Jpb Dimensions Titres.8.SumMary of,. Cross - Validation Coefficients'of'JobDimensionScoreg.with Three Job.Criteria.Basedon Scores on NineTests.oftIncumbents on. VatiouslJob*3.13.Multiple atrelations and ns Baged on Job pata'ofto Predict Compensation Ratesthe PAQ Used,16Oltr./.

1INTRODUCTION,.'resear'chheetocarried out under the prOvisions of this contractrepresents.a Continuatiop of a research ptogram,dealing with thedevelopment of a structured job analysis procedure; and the application,of data based on' such a-procedure in certain Specific contexts. Thisparticular report cons*s of a recapitulation and summary of thedeiceral technical reports that have been based pn'the various phases,,of the program.4,,.The'Rationale for Structured Job Anal sis.ProceduresitruCtureci jobanalysieprocedures provide for the analysisdf various jobs-in terms of each of a number of "units" of jobrelated information. Such procedures tyRically provide for, the,analysis of any given 'job in .terms of the relevance of'each of the"units" in question, ,the analysis usually being in terms of either'a dichotomous response (SuCh,as. whether the item does or does notapply to the job):, or by theduse of a rating scale indicating therelative extent to which the item does apply.course many different "clases"pf job-relatedinformationythat can ''be used-in Structured job -iidlysis procedutes.In this regard, McCormick (1959) differentiates between what are referred to as "job-oriented" versus "worker-Oriented" eleients. Joboriented elements tend to characterize job activities-in-term -ofwhat a worker accomplishes in a job, expressed in terms that arerelevant to thetechnology or processes of, the job in question, suchas operating a. sewing machine, repairing refrigerators,. grinding'castings, etc. On-the othet hand, worker-oriented job elements tendactivities,to characterize the human behaviors that:are involved in jobperceptual,mediation,andphysicalsuch as the-nature of the sensbry,activities involved in jobs. For certain operational or research purprocedure that prOttides. poses the use of a'structuted.job analysis'for characterizing the job-oriented activities of -jobs would be mostrelevant. The most extensive work along these .lines has been thedevelOpment,and use of. task inventories by the Unitect.States Air:Force.Ofthe other hand, for other purposes, structured job analysisprocedures based on.the use.of worker - oriented activities would be.similarities and difmore appropriate, especially for reflecting theferences between and among jobs of differenttechnologies in'termssimilaritiesof various iYpes.of human behaviors, if there would be anythe'candlebetween And. among the jobs of the butcher, the baker, andMick .maker, these would be revealed by the useOf a job analysis.pro-vcedure based on the use of worker- oriented job elements.There are o.4.The rationale for the use of Structured job analysis procedurea;of these or other types, lies primarily in the fact that' such/data.procedures can provide for the quantification of job-relatedteddataIn turn, it is reasonable to expect that quantified job-rel could serve a number of potentially practical purposes.