Table Of Contents
- About the editor
- About the book
- This eBook can be cited
- Table of Contents
- Part 1. Theoretical Base and Methodology for Job Analysis
- 1.1. Epistemological and Methodological Specificity of Job Analysis (Adam Biela)
- 1.2. Psychometric and Econometric Rationales for the Job Analysis Instruments and Their Practical Implications (Czesław Noworol)
- 1.3. How to Integrate Psychological Theories and Approaches as a Base for Job Analysis? (Adam Biela)
- 1.4. The Role of Fit Theories in Job Analysis (Tomasz Korulczyk / Natalia Korulczyk)
- Part 2. Multidimensional Analysis and the Assumed Theories in the European Questionnaire for Job Analysis (EQJA)
- 2.1. The Structure of the European Questionnaire for Job Analysis (EQJA) and the Assumed Theories Underlying This Structure (Adam Biela)
- 2.2. Diagnosis of Social, Methodical, and Personal Competencies in Vocational Training and Job Analysis: A German Perspective (Andreas Frey / Bernd-Joachim Ertelt / Jean-Jacques Ruppert)
- 2.3. Organizational Competencies in Job Analysis (Jacek Sobek)
- 2.4. Emotional Intelligence as a Subject of Job Analysis (Grzegorz Kida / Teresa Fedyk-Kida)
- 2.5. Moral Intelligence in Job Analysis (Dorota Kornas-Biela / Mário Schwarz / Aleksandra Biela-Wołońciej)
- 2.6. Temperament as the Moderator of Job Performance (Antoni Wontorczyk)
- 2.7. The Big Five as a Theoretical Basis for Work Requirements Analysis (Mário Schwarz)
- 2.8. Cultural Aspects of the Job Position Analysis (Mariusz Tomasz Wołońciej)
- 2.9. Work Security and the Work Environment in Job Analysis Requirements (Piotr Mamcarz / Izabela Mamcarz)
- 2.10. Job Analysis Outcomes and the Issues Related to Employment of Disabled Persons (Peter Guggemos)
- Part 3. Towards Synthesis of Multidimensional Job Analysis
- 3.1. Job Differentiation in Career Counseling (Bernd-Joachim Ertelt / Czesław Noworol / Gerhard Seidel †)
- 3.2. Synthetic-Singular Index of Multidimensional Job Analysis (Bohdan Rożnowski / Tomasz Korulczyk)
- List of Authors. Biographical Notes
Adam Biela (ed.)
for Job Analysis (EQJA)
Theoretical and Methodological Bases
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The publication of this work was supported by a grant from the Alexander von Humboldt Foundation
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About the book
This book shows what kind of theoretical and methodological bases should pertain to contemporary job analysis. The authors describe the European Questionnaire for Job Analysis as a new psychometric and econometric tool to measure the specific job requirements for work efficiency in the particular job positions in a company. Job analysis is primarily an object of interest in work and industrial psychology. However, currently there is an increasing number of interdisciplinary researchers, that is psychologists collaborating with economists, sociologists and other social science representatives, on work position analysis. The attractiveness of such research projects lies both in their theoretical and methodological mutual enrichments of collaborating psychologists and economists as well as in the subsequently increasing work efficiency and job satisfaction of the persons employed on the particular work positions.
This eBook can be cited
This edition of the eBook can be cited. To enable this we have marked the start and end of a page. In cases where a word straddles a page break, the marker is placed inside the word at exactly the same position as in the physical book. This means that occasionally a word might be bifurcated by this marker.
Table of Contents
Since the beginning of work psychology in Europe and the onset of industrial psychology in the USA, the work position analysis (WPA), later called job analysis (JA), has been recognized as the base method both in research and applied analysis of human work. Each research method in empirical sciences has its own theoretical and methodological foundations which enable both to figure out from what theory the defined method originates and what goals could be reached when one professionally performs research by employing this method.
Therefore, this book will explore a methodological specificity of work position analysis and, particularly, answer the question: to what extent do the methods of job analysis differ from typical diagnostic tests employed by psychologists?
As job analysis is always directed by specific theoretical assumptions, the second aim of the book is to present various theoretical perspectives and selected aspects of work positions analysis. Thus, as far as this goal is concerned, the following questions will be raised: 1. What are the theoretical backgrounds of job analysis?; and, 2. Is the “multitheoretical” approach in work positions analysis in vocational practice an eclectic deviation?
In order to answer these questions, our collected volume is organized into three parts. Part 1 is more general and strictly devoted to the theoretical base and methodology of job analysis. Chapter 1.1. presents the theoretical, epistemological, and methodological specificity of job analysis. Chapter 1.2. formulates the psychometric requirements of job analysis instrument and measurement procedures. Considering that work position analysis is a complex object of analysis, its methodology allows for a multitheoretical and even interdisciplinary approach. However, in such situations, one may ask: How to integrate new psychological theories and approaches as a base for job analysis and, at the same time, avoid the plea of eclecticism? The answer can be found in Chapter 1.3. It gives an example of the synthetic integration of various theoretical approaches which may be applied in job position analysis. Chapter 1.4. shows that the fit theory as a base for job analysis may play such a role.
Part 2 offers a multidimensional analysis of work positions. There appear the analytical items of the European Questionnaire of Job Analysis (EQJA), organized in analytical chapters, and the application of their theories in contemporary job analysis. The EQJA is the restructured version of the Lublin Questionnaire of Work Positions Analysis; known in Poland since 1992 as Kwestionariusz Lubelski Analizy Stanowisk Pracy – KLASP. An experimental version of this method was←7 | 8→ prepared by A. Biela during his stay as guest professor at the Applied University for Labour Studies (Hochschule der Bundesagentur für Arbeit) in Mannheim, Germany, in September-November, 2015.
Part 2 of the collected volume consists of 10 chapters. Chapter 2.1. presents the structure of the EQJA and its theoretical foundations adopted from KLASP. The following ten chapters concern the particular aspects of job analysis, which are newly introduced in EQJA or are proposed for incorporation.
Therefore, chapters 2.2. and 2.3. present the competencies required for functioning in the analyzed work positions. Firstly, the deliberation focuses on the diagnosis of social, methodical, and personal competencies; also called transferable competencies, i.e., the universal competencies needed in many or even in all work positions. Then, we explain the organizational competencies in job analysis required in various levels of managerial job positions.
Chapters 2.4. and 2.5. introduce the concepts recently developed in psychology, respectively, emotional and moral intelligence. The job requirements concerning emotional and moral intelligence are essential in differentiating work positions directly exposed to contact with other people such as clients, patients, customers, co-workers, or subordinates.
Chapters 2.6 and 2.7 explore the job requirements that usually are the research subject of individual differences psychology. The requirements of type temperament as the moderator of job performance are explored in work positions analysis. Moreover, the Big Five as a theoretical base for work requirements analysis is presented with regards to personality traits in the context of the work positions analysis method.
The cultural dimensions of job analysis are introduced in Chapter 2.8. This aspect of work positions analysis is of still increasing importance in times of labor market globalization, international career development, and mass-migrations for employment. There is also the increasing role of work security and the environment in job analysis requirements. New technologies, unfortunately, bring previously unknown threats to employees. Therefore, Chapter 2.9 analyzes various aspects of work security and healthy work environment in employment positions.
Work humanization and human rights opened the possibility work also for people with disability. However, in this case, work position analysis should redefine its goal towards indicating rather how the outcome of such analysis may help to shape the defined job in order to make it more suitable to employ a person with a disability, instead of excluding him or her from this work position. Therefore, job analysis outcomes and the issues related to employment of disabled persons are developed in Chapter 2.10.←8 | 9→
- ISBN (PDF)
- ISBN (ePUB)
- ISBN (MOBI)
- ISBN (Hardcover)
- Publication date
- 2018 (November)
- Job analysis methodology Work position requirements profile Informational symmetry/asymmetry on requirements profile between employers and employees in a labor market Requirements profile and job efficiency at work position EQJA psychometric and econometric values Job analysis outcomes and employment of handicapped persons
- Berlin, Bern, Bruxelles, New York, Oxford, Warszawa, Wien. 2018. 330 p., 37 b/w ill., 26 b/w tabl.