Job Analysis and Performance Chapter 4

Study Notes

Campbell's Model of Job Performance: Determinants

Declarative Knowledge (DK): Involves understanding what tasks need to be performed; knowledge about job requirements.
Procedural Knowledge and Skill (PKS): Refers to the ability to execute tasks developed through practice and experience.
Motivation (M): Relates to the factors that influence the intensity, persistence, quality, and direction of behavior.
Variables like ability, personality, and interests indirectly impact performance by influencing levels of DK, PKS, and M.

Campbell's Model of Job Performance: Components

Core task proficiency, demonstrating effort, and maintaining personal discipline are essential across all jobs.
Eight performance components exist, with some or all applicable in different roles.
Performance components include:
- Job specific task proficiency
- Non-job specific task proficiency
- Written or oral communication
- Consistency in effort
- Personal discipline, avoiding negative behaviors
- Supervision/leadership proficiency
- Management/administration tasks

Criterion Deficiency and Contamination

Ultimate Criterion: Represents the optimal measure of all job performance aspects.
Actual Criterion: The tangible measure of job performance obtained.
Difference between ultimate and actual criteria indicates measurement flaws:
- Criterion Deficiency: Missing relevant information in actual criteria.
- Criterion Contamination: Includes irrelevant information not related to the behavior being measured.

Extensions of Basic Performance Model

Task Performance: Doing what is required based on job specifics, influenced by individual abilities and knowledge.
Contextual Performance/Organizational Citizenship Behavior (OCB): Exceeds job expectations, supported by personality traits, and endorses organizational environment.
- Altruism: Helpful behavior towards individuals/groups in the organization.
- Generalized Compliance: Supportive behaviors benefiting the broader organization.
Adaptive Performance: Flexibility and capability to adjust to changing conditions.
Expert Performance: Demonstrated by individuals with over 10 years of practice, averaging four hours daily in deliberate practice.

Types of Performance Measures

Objective Performance Measure: Quantitative assessment of work results such as sales volume and output.
Judgmental Measures: Evaluative assessments of an individual's effectiveness, often conducted by supervisors.
Personnel Measures: Records typically maintained in personnel files including absences and accidents.

Types and Uses of Job Analysis

Uses: Performance assessment, training, selection, recruitment, promotion, job descriptions, workforce reduction, and compensation.
Types of Job Analysis:
- Task-oriented Job Analysis: Begins with a clear statement of actual tasks and their accomplishments.
- Worker-oriented Job Analysis: Focuses on the necessary worker attributes for task completion.
KSAOs: Framework consisting of Knowledge, Skills, Abilities, and Other characteristics.
- Knowledge: Collection of related facts and information.
- Skills: Practiced actions, such as computer or interpersonal skills.
- Abilities: Enduring capacities to perform specific behaviors.
- Other Characteristics: Include interests and personality traits.

Description

Explore the key concepts of job performance through Campbell's model, focusing on the three determinants: Declarative Knowledge, Procedural Knowledge and Skills, and Motivation. This quiz will reinforce your understanding of these crucial components in job analysis.