The Changing Nature of Work Implications for Occupational Analysis (1999) / Chapter Skim
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Appendix A: Prototype Evaluation
Appendix A: Prototype Evaluation
Pages 319-328
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Appendixes
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. A number of factors may have contributed to the disappointing participation rates, suggesting that future data collections would benefit from shorter questionnaires, less burden on each establishment, monetary or other incentives for points of contact within each establishment and for incumbents, and greater use of organizations willing to volunteer their services or showing interest in applying O*
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In general, work activities involving information and people had strong correlations with many cognitive ability and skill requirements. The achievement and other more cognitively oriented work styles were also strongly related to activities involving information and people, as well as to cognitive ability and skill requirements.
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APPENDIX A TABLE A.1 Incumbent Interrater Agreement Coefficients for Each Scale Type 323 Questionnaire Scale rk r3o Skills Level .79 .93 Importance .79 .93 Job entry requirement .60 .83 Knowledge Level .86 .95 Importance .85 .94 Training, education, licensure, Instructional program .78 .92 and experience Educational subject area .74 .90 Licensure .85 .95 Experience .79 .93 Generalized work activities Level .80 .92 Importance .78 .92 Frequency .74 .90 Work context .87 .95 Organizational context Across occupations .64 .84 Across organizations .45 .79 Abilities Level .82 .93 Importance .82 .93 Occupational values .60 .82 Work styles Level .70 .88 Importance .67 .86 Note: rk is the observed interrater agreement coefficient; ran is the estimated interrater agreement coefficient for 30 raters. TABLE A.2 Mean Correlations Between Incumbents' and Analysts' Ratings Questionnaire Scale rip Skills Level .74 Importance .67 Knowledges Level .65 Importance .65 Generalized work activities Level .71 Importance .61 Frequency .53 Work context .64 Abilities Level .70 Importance .65 Note: ra is the mean correlation between incumbent and analyst mean occupation ratings.
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For example, a composite of several generalized work activities, labeled "working with information," was more strongly related to technical skills and math ability, whereas a composite labeled "working with people" was more strongly related to the people-oriented work styles. Manual and physical work activities were correlated with technical skills and with psychomotor and physical ability requirements.
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The first set of investigations focused on methodological variations and the statistical properties of different solutions, serving to guide a second set of more substantively oriented investigations. The central objective of this work was to evaluate the interpretability of occupational clusters generated using the occupational analyst ratings of knowledge, skill, ability, generalized work activities, and selected work context requirements for the 1,122 occupational units.
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The resulting reorganizations of descriptors were called "rational/empirical models" since they combined rational and empirical analyses to arrive at the structures. The alternative rational/empirical models based on analyst data, not too surprisingly, appeared to describe the underlying structure of the analyst or transitional database better than the original content models for the ability, skill, and generalized work activity descriptors, respectively.
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The first step in the ICV process is the development and use of an objective job analysis procedure to document critical information about work behaviors and required worker characteristics for the job or occupation in question. Next, the ICV process examines the relationships between these specific job and worker characteristics and well-defined aptitude and ability characteristics.
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NET_ could be incorporated into a job component validation process that could assist organizations in identifying and selecting assessment systems for hiring and placement.
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