职务分析中的不准确性来源

心理科学进展 ›› 2003, Vol. 11 ›› Issue (2): 214-219.

职务分析中的不准确性来源

罗凤英,王二平

中国科学院心理研究所，北京100101

收稿日期:2002-01-14 修回日期:1900-01-01 出版日期:2003-03-15 发布日期:2003-03-15

Potential Sources Of Inaccuracy In Job Analysis

Luo Fengying,Wang Erping

Institute of Psychology, the Chinese Academy of Sciences, Beijing 100101

Received:2002-01-14 Revised:1900-01-01 Online:2003-03-15 Published:2003-03-15

摘要/Abstract

摘要： 职务分析以人的主观判断为基础，因而容易导致结果的不准确性。该文总结了职务分析中的不准确性来源及其影响，包括职务分析者、职务分析工具以及职务分析中潜在的社会的和认知的不准确性来源，指出易于产生不准确性的职务分析方面，并探讨了职务分析不准确性和职务内真实差异的关系。在此基础上，提出了减少职务分析中社会和认知的不准确性来源的建议。

关键词: 职务分析, 不准确性, 社会和认知来源

Abstract: Job analysis is based on people’s subjective judgments, and may be subject to inaccuracy of job information. This paper summarizes sources of inaccuracy in job analysis, including job analyst, job analysis instrument, social and cognitive sources of potential inaccuracy. Those job analysis facets that most likely to be affected in job analysis are described. Then the relationship between job analysis inaccuracy and real within-job differences is explored. At the end, some recommendations for research and practice are discussed.

Key words: job analysis, inaccuracy, social and cognitive sources

中图分类号:

B849:C39

罗凤英,王二平. (2003). 职务分析中的不准确性来源. 心理科学进展 , 11(2), 214-219.

Luo Fengying,Wang Erping. (2003). Potential Sources Of Inaccuracy In Job Analysis. , 11(2), 214-219.