Dierdorff Erich C, Wilson Mark A
Department of Psychology, North Carolina State University, Raleigh 27695-7801, USA.
J Appl Psychol. 2003 Aug;88(4):635-46. doi: 10.1037/0021-9010.88.4.635.
Average levels of interrater and intrarater reliability for job analysis data were investigated using meta-analysis. Forty-six studies and 299 estimates of reliability were cumulated. Data were categorized by specificity (generalized work activity or task data), source (incumbents, analysts, or technical experts), and descriptive scale (frequency, importance, difficulty, time-spent, and the Position Analysis Questionnaire). Task data initially produced higher estimates of interrater reliability than generalized work activity data and lower estimates of intrarater reliability. When estimates were corrected for scale length and number of raters by using the Spearman-Brown formula, task data had higher interrater and intrarater reliabilities. Incumbents displayed the lowest reliabilities. Scales of frequency and importance were the most reliable. Implications of these reliability levels for job analysis practice are discussed.
运用元分析研究了工作分析数据的评分者间信度和评分者内信度的平均水平。累积了46项研究和299个信度估计值。数据按特异性（广义工作活动或任务数据）、来源（在职者、分析师或技术专家）和描述量表（频率、重要性、难度、花费时间和职位分析问卷）进行分类。任务数据最初产生的评分者间信度估计值高于广义工作活动数据，而评分者内信度估计值则较低。当使用斯皮尔曼-布朗公式对量表长度和评分者数量进行校正后，任务数据具有更高的评分者间信度和评分者内信度。在职者表现出最低的信度。频率和重要性量表最为可靠。讨论了这些信度水平对工作分析实践的影响。
