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The study employs stepwise regression analysis to relate work and total job satisfaction with the following measures: job characteristics as reflected by job dimension scores and work quality dimensions, both being based on the Position Analysis Questionnaire; job-related interests expressed by job incumbents, as measured by the Job Activity Preference Questionnaire; the match between incumbents' job characteristics and their expressed job interests; and general affect, measured by a response disposition scale. Data were obtained from 407 workers in 29 jobs (nine management and 20 non-management) in two telephone companies. Results showed significant correlation between the above measures and both satisfaction criteria, with consistently better predictions of work satisfaction than total satisfaction. Also, correlations were higher and predictions better for management jobs than for non-management jobs. When response disposition was partialled out from work satisfaction, predictions did not change significantly. The results support the hypothesis that work content, personal interests, and the match between worker interests and job characteristics have a significant relationship to job satisfaction. Twenty statistical tables are included, as are four appendixes, which include biographical and questionnaire data, the Job Activity Preference Questionnaire, the Job Description Index, and the Response Disposition Questionnaire. (Author/JR)

This study was concerned with the identification of the job dimension underlying the job elements of the Position Analysis Questionnaire (PAQ), Form B. The PAQ is a structured job analysis instrument consisting of 187 worker-oriented job elements which are divided into six a priori major divisions. The statistical procedure of principal components analysis was used to identify the job dimensions of the PAQ. Forty-five job dimensions were identified through eight separate component analyses of a sample of 3,700 PAQ analyses which had been stratified roughly in proportion to the occupational composition of the American labor force. These job dimensions accounted for a substantial portion of the variance associated with the data, the percentage ranging from 51 percent to 63 percent for the several component analyses performed. The 45 job dimensions which were identified might be viewed as representing groups of job elements which tend to occur together on jobs, and, since the sample on which these analyses were performed was stratified in proportion to the occupational composition of the labor force, these job dimensions would be relatively representative of the groupings of such job characteristics of jobs in general. (Author)

The study involved the use of a structured job analysis instrument called the Position Analysis Questionnaire (PAQ) as the direct basis for the establishment of the job component validity of aptitude tests (that is, a procedure for estimating the aptitude requirements for jobs strictly on the basis of job analysis data). The sample of jobs used consisted of 658 jobs for which PAQ analyses were available that were "matched" with 141 jobs for which the United States Training and Employment Service had published test data for job incumbents for the nine tests of the General Aptitude Test Battery (GATB). Job dimension scores were derived for the 658 jobs and were used as predictors. The criteria were developed for each of the 141 "matched" jobs based on the scores of the job incumbents on the nine tests: (1) mean test score; (2) a score one standard deviation below the mean (called a potential cutoff score); and (3) a validity coefficient. The results generally supported evidence from previous studies that data based on a structured job analysis procedure can be used for establishing the job component validity of aptitude tests, thereby eliminating the need for conventional test validation procedures in many situations. (Author)

The study deals with the job component method of establishing compensation rates. The basic job analysis questionnaire used in the study was the Position Analysis Questionnaire (PAQ) (Form B). On the basis of a principal components analysis of PAQ data for a large sample (2,688) of jobs, a number of principal components (job dimensions) were identified. Scores on these dimensions, and the ratings on the original individual elements of the PAQ, were used in a multiple regression procedure for predicting the actual compensation rates of the jobs in the sample. The results of the analyses generally supported previous related research to the effect that compensation rates for jobs might be established on the basis of quantitative job analysis from a structured job analysis procedure, but the level of prediction of compensation rates was not as high in the present study as it was in a previous parallel study. This can be attributed in part to the volatile nature of wages and salaries in the time period of data collection, and to the fact that the sample covered a wide variety of jobs from many industries and different geographical areas. It is still felt that the basic approach is valide. (Author/AG)

The Position Analysis Questionnaire (PAQ) is a job analysis instrument consisting of 187 job elements organized into six divisions. The PAQ was used in the eight studies summarized in this final report. The studies were: (1) ratings of the attribute requirements of PAQ job elements, (2) a series of principal components analyses of these attribute profiles, (3) derivation of job dimensions, (4) job component validity based on PAQ data, (5) job component method for establishing compensation rates, (6) the analysis of rates of naval compensation, (7) job and personal factors as related to job satisfaction, and (8) the development of job clusters based on the BC-TRY and CODAP procedures. The report provides information on rating procedures, methods of analysis, results, sample of jobs, sample of naval billets, and discussion where relevant. (AG)