Download Full eBooks in PDF
Job Analysis In The United States Air Force Book in PDF, ePub and Kindle version is available to download in english. Read online anytime anywhere directly from your device. Click on the download button below to get a free pdf file of Job Analysis In The United States Air Force book. This book definitely worth reading, it is an incredibly well-written.
Author : Joseph E. Morsh,Joseph M. Madden,Raymond E. Christal
Publisher : Unknown
Page : 144 pages
File Size : 47,6 Mb
Release : 1961
Category : Job analysis
ISBN : UOM:39015095265909
Author : Joseph Eugene Morsh,Joseph M. Madden,Raymond E. Christal
Publisher : Unknown
Page : 76 pages
File Size : 48,8 Mb
Release : 1961
Category : Job analysis
ISBN : IND:30000090177969
Author : Joseph M. Madden,M. Joyce Giorgia
Publisher : Unknown
Page : 72 pages
File Size : 55,6 Mb
Release : 1961
Category : Job analysis
ISBN : MINN:31951D033954184
"This report summarizes the history of job evaluation and gives a critical review of the technical literature as a background for the Air Force job evaluation plan. The Air Force plan is described with the rationale for each phase. A discussion of unsolved problems includes an outline of research needed to discover solutions of these problems. An Appendix lists a 200-item bibliography with abstracts." -- page iii.
Author : Joseph Eugene Morsh,Raymond E. Christal
Publisher : Unknown
Page : 60 pages
File Size : 42,7 Mb
Release : 1966
Category : Electronic data processing
ISBN : CORNELL:31924000664643
Author : Francis D. Harding,Joseph M. Madden,Lackland Air Force Base (Tex.)
Publisher : Unknown
Page : 16 pages
File Size : 44,9 Mb
Release : 1960
Category : Job analysis
ISBN : MINN:31951D03698463Z
The job evaluation system used by the Air Force was applied to a sample of positions. Judged by pay-grade conversions, evaluation scores obtained were somewhat inflated, but the evaluations discriminated between higher and lower skilled jobs. A simple average of individual ratings closely approximates the consensus ratings arrived at during two-man conferences held by the judges. This finding eliminates the reason for limiting the number of judges to the small number who can attend such meetings. By means of regression analysis it was found that factors dealing with Knowledge, Adaptability and Resourcefulness, and Attention formed one group related factors while the factors measuring Responsibility for Safety of Others, Physical Effort, and Job Conditions were related to each other. Although there was overlap within the two groups each factor had a considerable amount of unique variance.
Author : Raymond E. Christal
Publisher : Unknown
Page : 30 pages
File Size : 41,9 Mb
Release : 1961
Category : Job analysis
ISBN : MINN:31951D03698487L
Author : Raymond E. Christal,Joseph M. Madden,Francis D. Harding
Publisher : Unknown
Page : 36 pages
File Size : 49,5 Mb
Release : 1960
Category : Job evaluation
ISBN : MINN:31951D036984532
Reliabilities of single ratings and pooled ratings of Air Force job evaluation factors were estimated from ratings on 50 Air Force specialties by student officers attending the Command and Staff School. The Spearman-Brown prophecy formula was found to produce reliability estimates which were practically identical to those obtained by randomly drawing samples and computing the reliability for each one. The inter-rater and rate-rerate reliability of the Air Force job evaluation system was found to be adequate when the composites were based upon an average of the ratings made by 10 to 15 officers at the USAF Command and Staff School. The reliability of such mean ratings did not rise appreciably as the number of raters was increased beyond 20. When the basis of rating was a full-length job description, the raters tended to assign higher values than when they based their ratings on a brief Specialty Summary. However, the rank ordering of the specialties remained essentially unchanged. Reliability of the ratings was approximately the same whether long or short job descriptions were used.
Author : Anonim
Publisher : Unknown
Page : 25 pages
File Size : 50,9 Mb
Release : 1966
Category : Electronic
ISBN : OCLC:227457476
In keeping with present trends toward the automation of personnel information, the Air Force method of job analysis provides for the exploitation of advances in electronic computer technology. Computer capability is applied not only in the analysis of job inventory data but also in the construction, administration, and publication phases of the procedure. During inventory construction the computer is used to prepare alphabetic lists of tentative task statements according to pertinent key words. This grouping by topic facilitates the detection of redundancy and insures the elimination of duplicate statements. In the administration phase, the computer selects the required sample of job incumbents from current personnel rosters maintained on magnetic tape. In addition, the computer prints names and addresses on appropriate labels to attach to inventories for mailing. It is in the area of occupational data analysis, however, that the computer makes its most impressive impact. By application of a complex program consisting of over 50,000 instructions, those incumbents in a survey sample who perform essentially the same job are grouped together, and a job description composed of duties and tasks is published for each such job type identified. The computer also lists information available for each case and reports means, standard deviations, and distributions of values for specified variables. Composite job descriptions may also be obtained for any group defined in terms of job-related variables such as grade, specialty, years of experience, or specialized training. (Author).
Author : Raymond E. Christal,Joseph M. Madden,United States. Wright Air Development Division,Lackland Air Force Base (Tex.)
Publisher : Unknown
Page : 16 pages
File Size : 43,7 Mb
Release : 1960
Category : Job evaluation
ISBN : MINN:31951D03698448V
A significant association between the familiarity of the rater with a job and the ratings he assigns to the job was found for 17 of 50 Air Force specialties. Assuming that the most valid ratings are those given by highly familiar raters, it appears that highly technical jobs tend to be under-evaluated by raters who are unfamiliar with the work performed. On the other hand, some jobs ten to be over-evaluated by raters who are unfamiliar with the work performed. These findings point to the necessity for controlling the level of familiarity when job evaluation is conducted.
Author : Kurt Landau,Walter Rohmert
Publisher : Routledge
Page : 356 pages
File Size : 40,7 Mb
Release : 2017-06-26
Category : Business & Economics
ISBN : 9781351819411
The analysis of the various components of human work is the most important approach to a systematic study of people at work. This approach is aimed at the examination of individual activities with respect to the role they play in the conflict of humanitarian, economic, and technical aspects of work. The main objective of this title, which was first published in 1989, was to bring together researchers and practitioners from industry and academia who were interested in ergonomics and psychological aspects of job analysis. This title will be of particular interest to students of human resource management.
Author : National Institutes of Health (U.S.)
Publisher : Unknown
Page : 76 pages
File Size : 54,7 Mb
Release : 1973
Category : Medical personnel
ISBN : STANFORD:36105219412827
Author : Anonim
Publisher : Unknown
Page : 76 pages
File Size : 49,6 Mb
Release : 1973
Category : Electronic
ISBN : MINN:31951D004600552
Author : Joseph M. Madden,United States. Wright Air Development Division,Lackland Air Force Base (Tex.)
Publisher : Unknown
Page : 28 pages
File Size : 40,5 Mb
Release : 1960
Category : Job analysis
ISBN : MINN:31951D03698449T
Four job evaluation factors were used as the basis of rating 10 Air Force specialties. For each factor three different methods were used in constructing the scale: (1) each scale division was defined and illustrated; (2) neither scale division definitions nor examples were used; and (3) definitions were used but the examples were omitted. Ratings by samples of aviation cadets were analyzed for effects of method on mean ratings. For three of the four factors, the mean ratings obtained were not different as a function of the method of scale construction. Methods 1 and 3 were about equally reliable, both yielding more reliable means than method 2. Method 3 is suggested as being the most effective because the task of the rater is somewhat simpler than for method 1 and the reliability is higher than for method 2.
Author : Joseph Eugene Morsh,Wayne B. Archer
Publisher : Unknown
Page : 152 pages
File Size : 50,7 Mb
Release : 1967
Category : Job analysis
ISBN : CORNELL:31924000666978
Author : Mark Alan Wilson,Winston Bennett, Jr.,Shanan Gwaltney Gibson,George Michael Alliger
Publisher : Routledge
Page : 796 pages
File Size : 44,8 Mb
Release : 2013-05-13
Category : Business & Economics
ISBN : 9781136486845
This new handbook, with contributions from experts around the world, is the most comprehensive treatise on work design and job analysis practice and research in over 20 years. The handbook, dedicated to Sidney Gael, is the next generation of Gael’s successful Job Analysis Handbook for Business, Industry and Government, published by Wiley in 1988. It consists of four parts: Methods, Systems, Applications and Research/Innovations. Finally, a tightly integrated, user-friendly handbook, of interest to students, practitioners and researchers in the field of Industrial Organizational Psychology and Human Resource Management. Sample Chapter available: Chapter 24, Training Needs Assessment by Eric A. Surface is available for download.
