Are Consensus Ratings of Functional Job Analysis Scales More Reliable than Ratings Made by Independent Raters?

This study addresses an open research question in regard to a well-established and widely-used job analysis system, Functional Job Analysis (FJA): Are consensus ratings of the FJA scales more reliable than the independent scale ratings that are the norm in job analysis application and the related research literature? In our experimental study, we found that this is not the case: no significant difference is found between consensus and independent ratings of the FJA scales. The reasons for this finding are explored as well as its relevance to the validity of the FJA system. Implications for other work and job analysis systems are discussed

International Perspectives on the Legal Environment for Selection

Perspectives from 22 countries on aspects of the legal environment for selection are presented in this article. Issues addressed include (a) whether there are racial/ethnic/religious subgroups viewed as "disadvantaged,” (b) whether research documents mean differences between groups on individual difference measures relevant to job performance, (c) whether there are laws prohibiting discrimination against specific groups, (d) the evidence required to make and refute a claim of discrimination, (e) the consequences of violation of the laws, (f) whether particular selection methods are limited or banned, (g) whether preferential treatment of members of disadvantaged groups is permitted, and (h) whether the practice of industrial and organizational psychology has been affected by the legal environmen

Information Exchange Article A Criterion-Related Validation Study of Transit Operators

This paper presents the results of a theory-guided validation study conducted in a large urban transit authority. Four selection predictors were evaluated: an eye-hand-foot coordination test, a cognitive and perceptual ability test, a work preference inventory, and a behaviour description structured interview that assessed adaptive and interpersonal skills. These predictors were evaluated against a comprehensive domain of job performance that included on-the-job observations, accidents, complaints, commendations, absences, organizational commitment, and job and work involvement. Although the results were mixed, the results generally support the use of measures of non-intellective variables (i.e., work preference inventory and interview) when predicting transit operator performance