The effects of group process on reducing bias in job evaluation
Abstract
Bias (or systematic measurement error) is a threat to the validity of job evaluation. Previous research has identified one source of bias that affects job evaluation outcomes. Indirect (or salary level) bias results when the decision maker assigns points to jobs that correlate with current salary, regardless of job content comparisons. This bias distorts the measurement of job content differences. The research design consisted of two studies. In the first study, the construct validity of the experimental manipulation was assessed. The manipulation of salary level to produce biased job evaluation outcomes was replicated. In addition, Study 1 assessed the effects of varying levels of "information relevancy" instructions on reducing bias in job evaluation. More explicit and direct instructions reduced the impact of indirect (salary level) bias on job evaluation outcomes. The second study assessed the effect of two different group types on reducing bias in job evaluation. A traditional group (majority vote decision rule; designated leader) and a consensus group (unanimous decision rule; no designated leader) were compared using the same job evaluation task as in Study 1. Neither group type was found to reduce bias in job evaluation. However, there were differences in group processes between traditional and consensus groups.
Degree
Ph.D.
Advisors
Berger, Purdue University.
Subject Area
Management
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