Table Of ContentWestern Michigan University
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Dissertations Graduate College
8-2010
Development of a Task Assignment Tool to
Customize Job Descriptions and Close Person-Job
Fit Gaps
Bryan W. Booker
Western Michigan University
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Booker, Bryan W., "Development of a Task Assignment Tool to Customize Job Descriptions and Close Person-Job Fit Gaps" (2010).
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DEVELOPMENT OF A TASK ASSIGNMENT TOOL TO CUSTOMIZE JOB
DESCRIPTIONS AND CLOSE PERSON-JOB FIT GAPS
Bryan Walter Booker, Ph.D.
Western Michigan University, 2010
Does the knowledge worker fit the job or should the job fit the knowledge
worker? This research developed a methodology and a tool to customize a knowledge
worker’s job design to better fit their knowledge, skills, abilities and characteristics. The
research outcomes support the customization of the job design to improve person-job fit,
the documentation of the customized job design as a position description, and the use of a
structured person-task assignment process. The recommended task assignment process
includes a job aid that uses multivariate equations to predict expected task performance.
Data were collected from two knowledge worker sub-groups: lean leaders and youth
leaders. The data were used to evaluate the hypotheses and to develop and test the
person-task assignment tool.
A valid and reliable measure of the level of job customization was developed and
tested. The measure demonstrated significant correlations with measures of person-job
fit and the job outcomes of task performance, job satisfaction and intent to quit. A
method for developing a tool to predict expected task performance for a task assignment
decision was developed and tested. The method reduced twenty-four person-task fit and
preference variables to ten predictive variables for problem solving, project and routine
task performance. The research also investigated the effect of the incumbent’s preferred
behavior style on ratings of person-job fit and the occurrence of job customization.
DEVELOPMENT OF A TASK ASSIGNMENT TOOL TO CUSTOMIZE JOB
DESCRIPTIONS AND CLOSE PERSON-JOB FIT GAPS
by
Bryan Walter Booker
A Dissertation
Submitted to the
Faculty of The Graduate College
in partial fulfillment of the
requirements for the
Degree of Doctor of Philosophy
Department of Industrial and Manufacturing Engineering
Advisor: Larry Mallak, Ph.D.
Western Michigan University
Kalamazoo, Michigan
August 2010
UMI Number: 3424854
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UMI 3424854
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Copyright by
Bryan Walter Booker
2010
ACKNOWLEDGMENTS
I am thankful for all of the people who either supported or contributed to this
research. Dr. Mallak served as my Dissertation Chairman, mentor and advisor through
the dissertation process. Dr. Mallak not only guided me through the process but also
encouraged me along the way and for that I am grateful.
I am also grateful for Dr. Naranjo who both served on my dissertation committee
and helped me with the statistical analysis of my data and model. I am also thankful for
the time and support from Dr. Lyth, Dr. Aller, and Dr. Fredericks who served as members
of my dissertation committee.
The data collection process was a significant effort and I am thankful for all of the
people who helped coordinate the data collection and most importantly those who
participated. Dr. Elizabeth Cudney offered me an opportunity to present my research at
the 2009 Operations Excellence conference and at the annual 2010 IERC conference.
Terry Carty from the Youthworker Movement was very helpful in developing the contacts
that enabled the youth leader data collection.
Most importantly I wish to thank the love of my life and wife, Linda. She
supported me through the Ph.D. process, encouraged me when I really needed it, and
helped with the data collection process.
Bryan Walter Booker
ii
TABLE OF CONTENTS
ACKNOWLEDGMENTS ...................................................................................... ii
LIST OF TABLES .................................................................................................. x
LIST OF FIGURES ................................................................................................ xiii
LIST OF EQUATIONS .......................................................................................... xiv
CHAPTER
I. INTRODUCTION
Introduction to the Problem ............................................................... 1
Person-Job Fit Gaps ........................................................................... 6
Statement of the Problem and Study Purpose .................................... 10
Expected Results ................................................................................ 13
Definition of Terms............................................................................ 14
Organization of the Remainder of the Study ..................................... 20
II. LITERATURE REVIEW
Overview ............................................................................................ 21
Job Design Customization Model ...................................................... 22
History................................................................................................ 27
Job Characteristics Theory.............................................................. ... 29
Interdisciplinary Approaches to Job Design………………...….… .. 31
iii
Table of Contents-Continued
CHAPTER
Job-Role Differentiation ....................................................................... 33
Person-Job Fit ....................................................................................... 34
Job Descriptions .................................................................................... 35
Job Specifications ................................................................................. 42
Job Analysis .......................................................................................... 44
Job Customization – Incumbent Initiated ............................................. 45
Job Design Evolution ............................................................................ 45
Situational Leadership .......................................................................... 47
Bureaucracy Risk .................................................................................. 48
Lean Leader Job Design ........................................................................ 49
Lean Leader Competencies ................................................................... 50
Job Specifications for Lean Leaders ..................................................... 51
Models for Analyzing Person-Job Fit ................................................... 53
Objective 1 – Customized Job Design Effect ....................................... 55
Objective 2 – Job Description Customization ...................................... 57
Objective 3 – Preferred Behavior Effect ............................................... 58
Objective 4a – Assignment Priority Index ............................................ 60
Objective 4b – Task Assignment Tool .................................................. 64
Body of Knowledge .............................................................................. 68
iv
Table of Contents-Continued
CHAPTER
III. OBJECTIVES
Objective 1 – Customized Job Design ............................................... 70
Objective 2 – Job Descriptions .......................................................... 71
Objective 3 – Preferred Behavior ...................................................... 72
Objective 4 –Task Assignment Tool .................................................. 73
Assumptions and Limitations ............................................................ 74
Delimitations ...................................................................................... 77
IV. METHODOLOGY
Overview ............................................................................................ 78
Theoretical/Conceptual Framework ................................................... 80
Objectives and Hypotheses ................................................................ 81
Objective 1a – Customized Job Design and Person-Job Fit .............. 84
Objective 1b – Customized Job Design and Outcome Criteria ......... 84
Objective 2a – Customized Job Description ...................................... 91
Objective 2b – Accurate Job Description .......................................... 92
Objective 3a – Preferred Behavior and Person-Job Fit ...................... 94
Objective 3b – Preferred Behavior and Job Customization ............... 96
Objective 4a – Assignment Priority Index ......................................... 97
Objective 4b – Task Assignment Tool ............................................... 104
v
