Western Michigan University ScholarWorks at WMU 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 Follow this and additional works at: htps://scholarworks.wmich.edu/dissertations Part of the Industrial Engineering Commons, and the Manufacturing Commons Recommended Citation Booker, Bryan W., "Development of a Task Assignment Tool to Customize Job Descriptions and Close Person-Job Fit Gaps" (2010). Dissertations. 93. htps://scholarworks.wmich.edu/dissertations/93 Tis Dissertation-Open Access is brought to you for free and open access by the Graduate College at ScholarWorks at WMU. It has been accepted for inclusion in Dissertations by an authorized administrator of ScholarWorks at WMU. For more information, please contact 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 All rights reserved INFORMATION TO ALL USERS The quality of this reproduction is dependent upon the quality of the copy submitted. In the unlikely event that the author did not send a complete manuscript and there are missing pages, these will be noted. Also, if material had to be removed, a note will indicate the deletion. UMI 3424854 Copyright 2010 by ProQuest LLC. All rights reserved. This edition of the work is protected against unauthorized copying under Title 17, United States Code. ProQuest LLC 789 East Eisenhower Parkway P.O. Box 1346 Ann Arbor, MI 48106-1346 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