The impact of raters' cognition on judgment accuracy: An extension to the job analysis domain

1994 ◽  
Vol 9 (1) ◽  
pp. 47-57 ◽  
Author(s):  
Juan I. Sanchez ◽  
Edward L. Levine
Keyword(s):  
Job Analysis ◽  
Judgment Accuracy ◽  
The Impact

The Impact of Partner Knowledge on Judgment Accuracy

2007 ◽  
Author(s):  
Matthew E. Jacovina ◽  
Richard J. Gerrig
Keyword(s):  
Judgment Accuracy ◽  
The Impact ◽  
Partner Knowledge

Practical Considerations for Conducting Job Analysis Linkage Exercises

2018 ◽  
Vol 17 (1) ◽  
pp. 12-21
Author(s):  
Erika J. Robinson-Morral ◽  
Cheryl Hendrickson ◽  
Sarah Gilbert ◽  
Tara Myers ◽  
Kaila Simpson ◽  
...  
Keyword(s):  
Best Practices ◽  
Research Study ◽  
Training Session ◽  
Job Analysis ◽  
Interrater Agreement ◽  
High Quality ◽  
Job Tasks ◽  
Different Types ◽  
Agreement Study ◽  
The Impact

Abstract. To follow best practices in creating selection tools, an important phase in job analysis is gathering linkage ratings between knowledge, skills, abilities, and other characteristics (KSAOs) and job tasks. However, the literature provides little guidance on best practices for collecting linkage ratings. Two studies were conducted to contribute to the limited research. Study 1 examined the interrater agreement of different types of raters: job incumbents, managers, or job analysts. Results revealed that job analysts have the highest interrater agreement. Study 2 examined the impact of a frame-of-reference (FOR) training for raters. Results suggested that a brief consensus training session vastly improved agreement among raters. These studies provide more guidance on best practices for obtaining high-quality linkage ratings.

The Impact of Initial Information Ambiguity on the Accuracy of Analytical Review Judgments

2012 ◽  
Vol 31 (2) ◽  
pp. 113-129 ◽  
Author(s):  
Benjamin L. Luippold ◽  
Thomas E. Kida
Keyword(s):  
Financial Data ◽  
Data Availability ◽  
Data Set ◽  
Judgment Accuracy ◽  
Initial Information ◽  
Information Set ◽  
Analytical Review ◽  
Analytical Procedures ◽  
Information Ambiguity ◽  
The Impact

SUMMARY Analytical procedures require that auditors develop and test hypotheses about possible fluctuations in a firm's financial data. Research in psychology suggests that the initial information ambiguity that exists prior to hypothesis generation may affect not only the initial hypothesis set, but also final judgment accuracy. We argue in this paper that information ambiguity can be caused by two primary variables, data sufficiency and data complexity, and examine how these variables affect judgment accuracy during analytical review. Ninety-four staff auditors completed analytical procedures for a company with an error seeded into its financial statements. Information ambiguity was varied across three levels by manipulating both the sufficiency and complexity of the data (insufficient/complex, sufficient/complex, and sufficient/not complex). Participants generated hypotheses that might explain the observed fluctuations in the data, then received a comprehensive financial data set (that was identical for all groups) and were asked to identify the cause of the fluctuations. The results indicate that when auditors are initially exposed to more ambiguous information (either due to its insufficiency or complexity), they are less likely to ultimately identify the error causing the fluctuations, even though they have access to the same unambiguous information set prior to making their final judgments. Implications of these results for audit research and practice are discussed. Data Availability: Contact the authors.

Why Not Interview?

2021 ◽  
Author(s):  
Melissa D. Pike ◽  
Deborah M. Powell ◽  
Joshua S. Bourdage ◽  
Eden-Raye Lukacik
Keyword(s):  
Personnel Selection ◽  
Question Type ◽  
Self Report ◽  
Mechanical Turk ◽  
Amazon Mechanical Turk ◽  
Judgment Accuracy ◽  
Activation Theory ◽  
Trait Activation ◽  
The Impact ◽  
Valuable Predictor

Abstract. Honesty-Humility is a valuable predictor in personnel selection; however, problems with self-report measures create a need for new tools to judge this trait. Therefore, this research examines the interview as an alternative for assessing Honesty-Humility and how to improve judgments of Honesty-Humility in the interview. Using trait activation theory, we examined the impact of interview question type on Honesty-Humility judgment accuracy. We hypothesized that general personality-tailored questions and probes would increase the accuracy of Honesty-Humility judgments. Nine hundred thirty-three Amazon Mechanical Turk workers watched and rated five interviews. Results found that general questions with probes and specific questions without probes led to the best Honesty-Humility judgments. These findings support the realistic accuracy model and provide implications for Honesty-Humility-based interviews.

ASSESSING THE IMPACT OF CUE REDUNDANCY ON INEXPERIENCED AUDITORS� JUDGMENT ACCURACY

2014 ◽  
Vol 14 (1) ◽  
pp. 7-28
Author(s):  
El-Hussein El-Masry ◽  
Lijuan Zhao ◽  
Haihong He
Keyword(s):  
Judgment Accuracy ◽  
Cue Redundancy ◽  
The Impact

Realigning Auditors' Accountability: Experimental Evidence

2018 ◽  
Vol 94 (3) ◽  
pp. 233-250 ◽  
Author(s):  
Patrick J. Hurley ◽  
Brian W. Mayhew ◽  
Kara M. Obermire
Keyword(s):  
Audit Quality ◽  
Institutional Design ◽  
Additional Treatment ◽  
Data Availability ◽  
Third Party ◽  
Judgment Accuracy ◽  
The Third ◽  
Experimental Economic ◽  
Economic Markets ◽  
The Impact

ABSTRACT We use experimental economic markets to examine the impact of changing institutional design features on audit quality. Specifically, we manipulate auditors' economic accountability to managers by altering who hires the auditor—a manager or an independent third party—and auditors' psychological accountability to investors by explicitly stating that the auditor is hired on the investors' behalf. Our design shifts auditors' accountability from managers, who have directional goal preferences, to investors, who prefer judgment accuracy. We find that removing auditors' economic accountability to managers and replacing it with psychological accountability to investors significantly increases audit quality. This increase in audit quality occurs despite the independent third party randomly hiring auditors. In an additional treatment, we incorporate auditor accuracy into the third-party hiring algorithm and find even higher audit quality. Our results suggest that altering auditors' accountability relationships can significantly enhance audit quality. Data Availability: The laboratory market data used in this study are available from the authors upon request.

Importance of Establishing a Job Analysis Exercise in an Organisation: A Case Study of Bread Manufacturing Companies in Zimbabwe.

2012 ◽  
Vol 02 (11) ◽  
pp. 35-42
Author(s):  
Mapira Nyasha ◽  
Katsuro P ◽  
Chazuza T ◽  
Mlingwa Margret Makaita ◽  
Togarepi Mukondiwa ◽  
...  
Keyword(s):  
Health And Safety ◽  
Job Analysis ◽  
Simple Random Sampling ◽  
Sampling Procedure ◽  
Company Performance ◽  
Manufacturing Companies ◽  
Study Approach ◽  
Recruitment And Selection ◽  
The Impact

This research sought to find the impact of establishing a job analysis in the bread manufacturing companies in Zimbabwe. The research used a case study approach in which a sample of six companies out of a population of seven registered companies was used. The targeted population was nominated from six companies and a simple random sampling procedure was employed to come up with sample elements. Questionnaires and interviews were used in triangulation to collect data on the sample. After analyzing the collected data, it was found that there is a positive correlation between well established job analysis and employee and company performance, the impact was seen through improvements in compensation, training and development, health and safety and recruitment and selection. However, the research also found that in an era of continuous delayering and downsizing one of the most common problems derived from implementing a job analysis is employee fears. Employees see a job analysis as a threat to their current jobs or pay levels or both. This is based on the fact that in the past, job analysis was used as a means of expanding jobs while reducing the total number of employees.

Formation of Lunar Craters and Bright Rays as a Result of Meteorite Impacts

1962 ◽  
Vol 14 ◽  
pp. 415-418
Author(s):  
K. P. Stanyukovich ◽  
V. A. Bronshten
Keyword(s):  
Explosive Charge ◽  
The Moon ◽  
Meteorite Impacts ◽  
The Earth ◽  
Lunar Craters ◽  
The Impact

The phenomena accompanying the impact of large meteorites on the surface of the Moon or of the Earth can be examined on the basis of the theory of explosive phenomena if we assume that, instead of an exploding meteorite moving inside the rock, we have an explosive charge (equivalent in energy), situated at a certain distance under the surface.

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