The Identification , Measurement and Factor Analyses of ff Worker ■ Oriented " Job Variables

This study was an attempt to identify, measure and explore the dimensions of "worker-oriented Job variables." A worker-oriented variable is defined as one which describes an activity in terms of what actions the worker is performing without reference to the job or product involved. An example of one such element may be the activity of "listening." This alone tells one that the worker is receiving (or waiting to receive) certain auditory stimuli, but does not indicate exactly what job he is performing (e.g., piano tuner, radio operator, etc.). The first stage of the study dealt with the development of an appropriate format for the measurement of worker-oriented variables. A review of the literature in addition to some group interviews yielded a number of variables which might be considered as worker-oriented. These variables were then translated into checklist items. Some of the items were of the dichotomous yes no type, whereas others provided for responses across a number of categories, A somewhat unique feature of some of these items was that various psychological scaling techniques were applied to their construction. An initial reliability study was conducted with the checklist (which was then titled The Worker Activity Profile), and items were revised where appropriate. The final application of The Worker Activity Profile was made with a sample of 400 Jobs representative of the percentages of Jobs in the major occupational areas of The Dictionary of Occupational Titles, A reliability analysis was also conducted at this point with a subsample of 100 jobs, A series of factor analyses were then conducted, the first being performed on a total of 119 items which had been used with sufficient frequency and reliability. Five other analyses were conducted within groups of items, categorized along an information theory context. These groups were: (A) Mediation activities (decision making,, evaluating, etc), (B) Physical output activities, (C) Communications activities, (D) Situational aspects and (E) Environmental aspects. The factor analysis of 119 variables resulted in seven factors which were designated? (I) Varied intellectual vs. physical activities, (II) Decision making and communications activities, (III) Skilled physical activities, (IV) Hierarchical person to person interaction, (V) Man-machine control activities, (VI) Unnamed and (VII) Pleasant vs. unpleasant working conditions. The factor analyses of the five areas resulted in an additional 21 factors which were designated: (Ml) Varied intellectual activities vs. structured, repetitive activities, (M2) Direct supervisory activities, (M3) Decisions directly affecting people, (M4) Management decisions, (Pi) Varied intellectual vs. routine physical activities, (P2) Precise physical activities, (P3) Gross muscular activities, (P4) Body balancing activities, (P5) Knee bending activities, (Cl) Informative communication activities, (C2) Persuasive communication activities, (C3) Varied communication —i activities, (C4) Communication of data, (Si) Public contact, (S2) Job security vs. performance-dep6nd*»nt income, (S3) Salary vs. hourly pay, (S4) Apparel: specific uniform, (S5; Apparel« working clothes vs. apparels optional clothing, (El) Annoying environment, (E2) Outdoor work and (E3) Unpleasant envii'orunent. It should be noted that some of these factors are quite similar to each other as a result of overlapping items between the areas. The following conclusions were drawn from the results of the study» 1. Jobs can be viewed from a framework of the activities that the incumbent performs, yet this framework need not be so specific that it cannot be generalized across different Jobs, occupations, industries or geographical areas, 2. The application of psychological scaling techniques to the measurement of Job variables is quite fruitful, even in the light of the effort that must be expended in scale construction. In each reliability study, the average reliability of the scaled items was clearly superior to that of the other items. 3. The factor analyses of worker-oriented variables defined a number of dimensions which seemed to be both meaningful and potentially useful. It was especially encouraging to note relationships between the factors emerging from this study, and those found in other studies of worker traits or Job requirements.