Task Level Job Performance Criteria Development. Final Report. [Report No.: AFHRL-TR-77-75

Autor/inn/en	Wiley, Llewellyn N.; Hahn, Clifford P.
Institution	American Institutes for Research in the Behavioral Sciences, Washington, DC.; Air Force Human Resources Lab., Brooks AFB, TX. Occupational and Manpower Research Div.
Titel	Task Level Job Performance Criteria Development. Final Report. [Report No.: AFHRL-TR-77-75
Quelle	(1977), (59 Seiten)Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; Monographie
Schlagwörter	Aviation Mechanics; Enlisted Personnel; Equipment Maintenance; Evaluation Methods; Job Analysis; Job Performance; Job Skills; Peer Evaluation; Performance Criteria; Predictor Variables; Radio; Self Evaluation; Statistical Analysis; Tables (Data); Task Performance; Telecommunications + Suchen Sie Ihr Suchwort? Fluggerät; Maintenance and repair; Instandhaltung; Arbeitsanalyse; Work performance; Arbeitsleistung; Produktive Fertigkeit; Prädiktor; Statistische Analyse; Tabelle; Telekommunikationstechnik
Abstract	This study investigated possibilities for improving identification of job performance requirements by examining job incumbent's performance on separate tasks. Three specialties were studied: 291X0, Telecommunications Operation Specialist; 304X4, Group Radio Communications Equipment Repairman; and 431X1C, Aircraft Maintenance Specialist. Incumbent's task performance was rated by incumbents, peers, and supervisors; and tests and inventories (eleven cognitive tests, Biographical Inventory, Vocational Interest Career Examination, and Forty-three Item Job Satisfaction Information blank) were administered. Air Force records were obtained to secure the following data: incumbent grade, service time, sex, education, and Aptitude Index scores. Two correlations were run between raters: correlating performance on separate tasks and correlating performance on six appraisal dimensions. Cross-rater reliabilities were low, but significant, on task assessments, and in the r=.40 range on appraisal. Low correlations were found for nontask predictors such as grade, service time, and Aptitude Indexes. All measures, except training origins and task performance satisfaction, were put into regression problems to account for peer and supervisor ratings. Data suggest different factors were important for different kinds of work and for different performance appraisal dimensions. Difficult tasks (in terms of learning time) were better measured on performance. (Author/CSS)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01