Van Iddekinge Chad H, Putka Dan J, Raymark Patrick H, Eidson Carl E
Human Resources Research Organization, Alexandria, VA 22314, USA.
J Appl Psychol. 2005 Mar;90(2):323-34. doi: 10.1037/0021-9010.90.2.323.
The authors modeled sources of error variance in job specification ratings collected from 3 levels of raters across 5 organizations (N=381). Variance components models were used to estimate the variance in ratings attributable to true score (variance between knowledge, skills, abilities, and other characteristics [KSAOs]) and error (KSAO-by-rater and residual variance). Subsequent models partitioned error variance into components related to the organization, position level, and demographic characteristics of the raters. Analyses revealed that the differential ordering of KSAOs by raters was not a function of these characteristics but rather was due to unexplained rating differences among the raters. The implications of these results for job specification and validity transportability are discussed.
作者对从5个组织的3个评级层次收集的工作规范评级中的误差方差来源进行了建模（N = 381）。方差成分模型用于估计归因于真实分数（知识、技能、能力及其他特征[KSAO]之间的方差）和误差（KSAO与评级者之间的方差以及残差方差）的评级方差。后续模型将误差方差划分为与组织、职位层次以及评级者的人口统计学特征相关的成分。分析表明，评级者对KSAO的不同排序并非这些特征的函数，而是由于评级者之间无法解释的评级差异所致。讨论了这些结果对工作规范和效度可转移性的影响。
