| Job analysis is a fundamental part of any human resource system; it is used to develop valid and legally defensible selection systems, training programs, and compensation systems (Morgeson & Campion, 1997; Sanchez & Levine, 2001). Unfortunately, information gathered through job analyses can sometimes be inaccurate; when this occurs, the human resource activities based on this information suffer (Morgeson & Campion, 1997). Morgeson and Campion (1997) offer 16 propositions about sources of inaccuracy in job analysis. The current meta-analytic investigation extends previous research on job analytic inaccuracy by testing several of those propositions and examining additional sources of inaccuracy in job analysis. In total, the effects of 20 sample, contextual, and methodological characteristics on indices of both job analytic reliability and data quality are explored by meta-analytically combining 209 studies. Results indicate that many of these variables exerted a significant influence of indices of job analytic accuracy. These results can be used to inform job analysts' choice of methodology and post data collection evaluation of job analytic information. |
