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Effect of Degree of Familiarity in Job Evaluation

Author: Raymond E. Christal

Publisher:

Published: 1960

Total Pages: 16

ISBN-13:

A significant association between the familiarity of the rater with a job and the ratings he assigns to the job was found for 17 of 50 Air Force specialties. Assuming that the most valid ratings are those given by highly familiar raters, it appears that highly technical jobs tend to be under-evaluated by raters who are unfamiliar with the work performed. On the other hand, some jobs ten to be over-evaluated by raters who are unfamiliar with the work performed. These findings point to the necessity for controlling the level of familiarity when job evaluation is conducted.

Effect of Degree of Familiarity in Job Evaluation

Author: Raymond E. Christal

Publisher:

Published: 1960

Total Pages: 14

ISBN-13:

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Familiarity Effects in Evaluative Judgments

Author: Joseph M. Madden

Publisher:

Published: 1960

Total Pages: 20

ISBN-13:

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This report is one of a series dealing with rater bias in job evaluation. It was found that the more familiar the rater is with the job being evaluated, the higher his rating is likely to be. This effect was observed for five of the 14 job evaluation rating factors used: Adaptability, Decision-making, Managerial and Supervisory, Mental Work, and Working Conditions. Methods are suggested for controlling the familiarity effect in the Air Force job evaluation system.

A Further Note on the Familiarity Effect in Job Evaluation

Author: Joseph Matthew Madden

Publisher:

Published: 1961

Total Pages: 16

ISBN-13:

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Job evaluations were found to vary as a function of the extent to which raters were familiar with them. In addition, there was an interaction between the job rated and the familiarity level of the rater. It is suggested that an adequate control of the familiarity effect would be maintained by maximizing the familiarity level of the raters. However, this should be done by using job descriptions and other materials rather than obtaining raters with a high degree of familiarity gained through personal work experience. A personal relationship with the job rated may reduce the validity of the ratings if affective factors are operating.