Suchergebnisse

Selection measures that are content-validated may be biased if the job content domain, as defined by a job analysis, is dependent on the characteristics of the people who hold the job or who complete the job analysis ratings. The purpose of this study was to determine if a relationship may exist between race and job analysis ratings. Clerical workers employed by state government agencies completed job analysis questionnaires on their own jobs and their co-workers' jobs. The workers evaluated job tasks which belongs to three content domains. Job content for the clerical job was related to race, such that the relative ratings of the three job domains for the black incumbents who had black coworkers differed from those for the other three racial groups — black incumbents who had white coworkers, white incumbents who had white coworkers, and white incumbents who had black coworkers. It was argued that these differences represented actual job differences. Under these conditions, a job analyst should not define different job titles for different racial groups, but attempt to understand why the differences exist. Through such analyses and evaluation of results, bias in application of the job analysis data, such as defining the content domain of selection measures, can be avoided.