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Journal articles on the topic 'Job evaluation'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Mittal, Dr Santosh, Dr Prativindhya Saini, and Dr Renu Jain. "A Conceptual Study of Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 11, no. 7 (2023): 1315–22. http://dx.doi.org/10.22214/ijraset.2023.54881.

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Abstract: Job evaluation is the systematic process of determining the relative value of different jobs in an organization. The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone. In simple worlds, job evaluation is the rating of jobs in an organization. This is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization. According to the International Labour Organization (ILO), “job evaluation is an attempt t

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2

Schwab, Donald P. "Job Evaluation." Industrial and Labor Relations Review 41, no. 2 (1988): 323. http://dx.doi.org/10.2307/2523654.

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3

Kaupins, Gundars. "Influence Of Job Familiarity On Job Evaluation Ratings." Journal of Applied Business Research (JABR) 6, no. 3 (2011): 80. http://dx.doi.org/10.19030/jabr.v6i3.6293.

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The effect of job familiarity on job evaluation ratings was investigated. Data came from a survey of 222 personnel specialists and middle to upper level managers. The results failed to show significant associations between various measures of job familiarity and job evaluation ratings of 7 jobs.

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4

Naughton, Thomas J. "Effect of Female-Linked Job Titles on Job Evaluation Ratings." Journal of Management 14, no. 4 (1988): 567–78. http://dx.doi.org/10.1177/014920638801400407.

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In this study an experiment was performed to test whether sex role stereotyping evoked through female-linked job titles might influence job evaluation ratings. One hundred and ten subjects who had received training in job evaluation procedures rated two jobs on nine factors commonly used in job evaluation plans. For one half of the subjects the job titles for the two jobs were changed to reflect a female sex linkage. The results indicate that one of the two jobs with a femalelinked job title received 5.6% fewer total points. A key finding was that, in comparison to the sex-linkage effects, a l

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Shukla, Ashutosh. "Appraising the Job through Job Evaluation (JE): Not an Exact Science." RESEARCH REVIEW International Journal of Multidisciplinary 4, no. 1 (2019): 271–77. https://doi.org/10.5281/zenodo.2544634.

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The most important factor in maintaining and developing sound industrial relations is wage / salary administration. It is in the interest of the organization to have a sound wage or salary structure so as to attract the talent in the organization and on the other hand to have a satisfied work group but it is one of the most difficult functions of the Personnel Management to determine the rates of monetary base compensation and it is not possible unless the relative worth of job is known. Determining base compensation is equally important for the employee because it determines the status of emp

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6

Jamil, Amber, Tasneem Fatima, and Bilal Mirza. "The Job Complexity Effect on Job Outcomes: The Role of Positive Core Self-Evaluation as Moderator." Lahore Journal of Business 6, no. 1 (2017): 41–70. http://dx.doi.org/10.35536/ljb.2017.v6.i1.a3.

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This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and

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7

Lewis, Chad T., and Cynthia Kay Stevens. "An Analysis of Job Evaluation Committee and Job Holder Gender Effects on Job Evaluation." Public Personnel Management 19, no. 3 (1990): 271–78. http://dx.doi.org/10.1177/009102609001900304.

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In a study designed to examine the impact of knowledge of a job holder's gender and the dominant gender of a job evaluation committee on job evaluation ratings, knowledge of job holder gender was found to significantly bias committee ratings. The same position was rated more highly when it was held by a male than when it was held by a female, regardless of whether the job evaluation committee was dominated by males or females. This evidence of gender-based discrimination underscores the importance of maintaining anonymity of job holders when conducting job evaluation. Unavoidable bias, which m

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8

EL Hajji, Muhammad Ali. "Protocol of Job Evaluation: A Bird's Eye View." International Journal of Human Resource Studies 2, no. 1 (2012): 27. http://dx.doi.org/10.5296/ijhrs.v2i1.1248.

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Job evaluation has become one of the most systematic and rational paths for an organization’s fair and equitable wage and salary determination. It has become a reality within an organization’s wage and salary administration. This article tries to investigate the inside concepts, dimensions, premises, and process of job evaluation. It extends to include the universality of job evaluation as a common phenomenon in organizations, particularly large ones. In view of this, this article explores and discusses the variety of ways in which job evaluation is viewed and defined. It also provides a sound

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9

Dwivedi, Sheema. "Industrial Psychology: Job Analysis and Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 9, no. 10 (2021): 1708–11. http://dx.doi.org/10.22214/ijraset.2021.38674.

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10

Stephen, James, Judith Namabira Dr., and Dobogo Hermas. "Comparing and Contrasting Alternative Job Evaluation Methods: A Case of Castellion and Peromnes in Determining the Worth of Jobs." International Journal of Novel Research in Interdisciplinary Studies 9, no. 3 (2022): 9–18. https://doi.org/10.5281/zenodo.6599899.

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<strong>Abstract:</strong> Castellion and Peromnes are alternative job evaluation methods established in Southern Africa. The two methods act as additional to the traditionally long established job evaluation methods in compensation management. Castellion and Peromnes can serve the same role of the old analytical and non-analytical job evaluation methods on determining the worth of jobs in business organizations. However, there is paucity of information which compares and contrasts Castellion and Peromnes as alternative job evaluation methods.  The aim of this paper was to identify the si

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11

Stephen, James, Rhobi Magaria Berine, and Baruti Mawazo. "Peruse This Paper to Cognize Point Rating Method in Job Evaluation Using an Hypothetical General Printers' Company Limited." International Journal of Novel Research in Humanity and Social Sciences 9, no. 3 (2022): 17–28. https://doi.org/10.5281/zenodo.6606527.

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<strong>Abstract:</strong> Job evaluation is a process through which private and public organizations can make decisions over relative worth of jobs. Effective job evaluation undertaking depends on analytical approaches and methods such as the point rating. It can be very cumbersome to choose the compensable factors and assign points correctly during point rating because of lacking of skills and information among job evaluaters. The objective of this paper was to apply the point rating method of job evaluation to evaluate the job clusters at a hypothetical General Printers’ Company Limit

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12

Terzis, Vasileios, and Anastasios A. Economides. "Job Site Evaluation Framework (JSEF) and comparison of Greek and foreign job sites." Human Systems Management 24, no. 3 (2005): 223–37. http://dx.doi.org/10.3233/hsm-2005-24305.

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Job sites are emerging as a successful way of job finding and filling. Job seekers are using job sites to find appropriate jobs. Recruiters are using job sites to find appropriate employees. This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view. This framework may be useful for job seekers, recruiters and job site designers. Furthermore, the paper evaluates the state of Greek job sites in comparison to foreigner ones. Guidelines and proposals for job sites improvement are given.

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13

Chen, Y., C. Jing, and G. Xu. "A COMPREHENSIVE MEASUREMENT MODEL FOR JOB-HOUSING BALANCE CONSIDERING SPATIAL INTERACTIONS: A CASE STUDY IN SHANGHAI." ISPRS Annals of the Photogrammetry, Remote Sensing and Spatial Information Sciences X-1/W1-2023 (December 5, 2023): 311–18. http://dx.doi.org/10.5194/isprs-annals-x-1-w1-2023-311-2023.

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Abstract. Assessing jobs-housing balance (JHB) is crucial for the optimization of urban spatial pattern and transportation planning. However, due to the limitations of traditional data and the inability to integrate evaluation indicators, the evaluation results may be bias, conflicting with common sense. Considering interaction of multiple factors, a Job-housing balance measurement model (JHBM-SEM) was proposed to accurately evaluate the degree of JHB in a certain area. To address the problem of multi-indicator fusion, the structural equation model is used to incorporate the advantages, limita

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14

Vetrakova, Milota. "Performance evaluation in the hotel industry." Tourism and hospitality management 2, no. 1 (1996): 179–85. http://dx.doi.org/10.20867/thm.2.1.17.

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The job analysis, which is a basic foundation of the evaluation process, is not a bureaucratic tool, but the element of an effective leadership. Due to the variety of jobs, high turnover of employees, superiority of subjective factors, and a strong dependence of work activities on customers' demand, the job analysis in the hotel industry is rather necessary.

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15

Gupta, Nina, and G. Douglas Jenkins. "Job evaluation: An overview." Human Resource Management Review 1, no. 2 (1991): 91–95. http://dx.doi.org/10.1016/s1053-4822(05)80001-4.

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16

Eargle, Fred L. "Job evaluation by computer." Computers & Industrial Engineering 13, no. 1-4 (1987): 309–11. http://dx.doi.org/10.1016/0360-8352(87)90103-3.

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17

Joshua, Wright. "Developing Compensation Pay Plans for, Chief Executive Officers, Managing Directors, Professionals, Paralegals, Clerks such as Accounting, Human Resource Officers, Qualified Practical Nurses, Secretaries to CEOs in Exempt and Non-exempted Jobs." International Journal of Innovative Science and Research Technology 7, no. 6 (2022): 783–92. https://doi.org/10.5281/zenodo.6807360.

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- Developing a compensation pay plan clearly defines how to reward staff members based on their job tasks. The more difficult the job demands the higher the salary should be after the job would have been evaluated accordingly. There are instituted federal laws for a minimum wage payment plan that set the standard and rules for equal pay, child labour, and record-keeping. To make it easy these jobs have been categorised into exempt and nonexempt jobs of which these standards have been set by the Fair Labor Standard Act (FLSA) 1938. Employees who fall under this category of exempted jobs are exe

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18

Shilpa, Rajak. "EXPLORING THE SIGNIFICANCE OF JOB EVALUATION AND JOB ANALYSIS IN HUMAN RESOURCE MANAGEMENT." International Journal of Innovative Research in Information Security VII, no. IV (2020): 36–40. https://doi.org/10.26562/ijiris.2020.v0704.004.

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Human Resource Management by is directly concerned with the manpower as resource in the organization. It has greater emphasis on planning, hiring, monitoring and control of manpower of any organization. But it’s not a easy task in the global competitive era because the growth and development of any organization is directly related to the skill, ability and commitment etc of the working human resources. The job analysis and job evaluation are the most significant part of the Human resource management. The job analysis is a process in which a certain number of course of action are performe

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19

Alidrisi, Hisham. "An Innovative Job Evaluation Approach Using the VIKOR Algorithm." Journal of Risk and Financial Management 14, no. 6 (2021): 271. http://dx.doi.org/10.3390/jrfm14060271.

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Fairness is a key issue that requires the attention of human resource management practitioners. Having a robust methodical procedure for identifying the value of job positions in an enterprise is essential. Consequently, there is a need for a job evaluation system that ensures fair compensation for each position. A poorly defined job evaluation system creates the dilemma of mismatches between employees and their competencies for their responsibilities and, accordingly, their wages. This results in employee dissatisfaction, which ultimately exacerbates attrition, which is costly because of the

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20

Eraslan, Ergün, and Kumru Didem Atalay. "A New Approach for Wage Management System Using Fuzzy Brackets in Industry." Mathematical Problems in Engineering 2013 (2013): 1–11. http://dx.doi.org/10.1155/2013/207032.

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Job evaluation is used to determine the relative importance of each job in a company in order to structure an accurate wage management system. Job evaluation can be also defined as a multicriteria decision-making problem. However, according to the diversity of managers’ assessment, the evaluation processes are often resulting in pay inequity. This outcome can be circumvented by utilizing a fuzzy job evaluation system. In this study, one of the more robust multicriteria decision-making methods, Fuzzy Analytic Hierarchy Process (FAHP), is performed in job evaluation system in order to rank prede

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21

Shora, Baymani 1. Nasrin Elahi 2* Mohammad Adineh 3. Mohammad Hossin Haghighyzadeh. "IMPACT OF NURSES' PERFORMANCE EVALUATION BY THE COMPILATION METHOD ON THEIR JOB SATISFACTION: RESULTS OF A PILOT STUDY." indo American Journal of Pharmaceutical Sciences 04, no. 06 (2017): 1464–70. https://doi.org/10.5281/zenodo.809428.

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Introduction: performance evaluation is as one of the principal tasks of managers to achieve organizational goals and promote the quality of services. It can have an impact on job satisfaction. This study aimed to determine the impact of performance evaluation by compilation method on nurses’ job satisfaction. Methods: forty eight nurses working in hospitals in Ramhormoz were enrolled with census. In the first phase, their job satisfaction was measured using JDI questionnaire. Then, before the intervention, samples were taught about the new way of compilation performance evaluating was made by

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22

Davis, Kermit R., and William I. Sauser. "A Comparison of Factor Weighting Methods in Job Evaluation: Implications for Compensation Systems." Public Personnel Management 22, no. 1 (1993): 91–106. http://dx.doi.org/10.1177/009102609302200107.

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Job evaluation has received a great deal of attention recently, in part because of its potential role in the gender-related pay equity issue. Investigators have been particularly interested in such psychometric characteristics of job evaluation instruments and plans such as reliability, gender bias, construct validity, and predictive accuracy. One aspect of job evaluation methodology that could directly affect compensation systems is the weighting of factors in scoring jobs. However, very little information exists in the compensation literature about the differential effects of alternative wei

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23

Morgan, Robert L. "Job matching: Development and evaluation of a web-based instrument to assess degree of match among employment preferences." Journal of Vocational Rehabilitation 29, no. 1 (2008): 29–38. http://dx.doi.org/10.3233/jvr-2008-00424.

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To increase the probabilities of successful employment, job seekers with disabilities require precision assessment of their skills in relation to the job's requirements. Assessment of job seeker characteristics in relation to job requirements has been referred to as job matching. Ideally, job matching should be predicated on identification of an individual's job preferences and yield a listing of preferred jobs in terms of degree of match. This article describes job preference assessment, one method for assessing degree of match across preferred jobs, and initial field evaluation. Results from

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Morgan, Robert L., and David A. Ellerd. "Development and evaluation of a video CD-ROM program for individuals with developmental disabilities to determine job preferences." Journal of Vocational Rehabilitation 23, no. 1 (2005): 1–10. http://dx.doi.org/10.3233/jvr-2005-00291.

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How do individuals with developmental disabilities identify job preferences? They may first receive information on various jobs, then identify preferred ones. Preferences jobs could then be considered in relation to job skills, job requirements, resources, limitations, job availability, and other variables to make a job placement. This article describes a video-based job preference program developed for individuals with developmental disabilities. Using a computer and CD ROMs, individual participants and a facilitator (e.g., rehabilitation counselor, transition specialist) initially watch vide

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25

Cooper, Elizabeth A., and Richard W. Scholl. "Reliability of job evaluation: Differences across sex-typed jobs." Journal of Business and Psychology 4, no. 2 (1989): 155–65. http://dx.doi.org/10.1007/bf01016438.

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Riascos, Carmen Elena Martínez, Nathalia Lamari, Jéssica Mayumi Takeshita, Carlos Sobrinho, and Ana Paula Perfetto-Demarchi. "COGNITIVE JOB EVALUATION: APPLYING THE COGNITIVE JOB ANALYSIS TECHNIQUE." Revista Ação Ergonômica 16, no. 2 (2022): 1–9. http://dx.doi.org/10.4322/rae.v16n2.e202218.en.

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27

Bao, Stephen, Ninica Howard, and Jia-Hua Lin. "Are Work-Related Musculoskeletal Disorders Claims Related to Risk Factors in Workplaces of the Manufacturing Industry?" Annals of Work Exposures and Health 64, no. 2 (2019): 152–64. http://dx.doi.org/10.1093/annweh/wxz084.

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Abstract Objectives Varied work-related musculoskeletal disorders (WMSDs) claim rates were found between companies even when they were in the same sectors with similar sizes. This study aimed to (i) identify common risk factors for back, shoulder, hand/wrist, and knee WMSDs among manufacturing jobs, and (ii) characterize the biomechanical exposures in jobs and work organizational practices between high and low WMSD claim rate companies so that more focused, industry-specific intervention strategies may be developed. Methods Using historical workers’ compensation data, manufacturing companies w

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Howard, Ninica, Stephen Bao, and Jia-Hua Lin. "Development of Industry-Specific Physical Job Evaluation Tool." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 62, no. 1 (2018): 1629–30. http://dx.doi.org/10.1177/1541931218621368.

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Background According to Washington State workers’ compensation data, construction as an industry ranked first in its compensable claims rate of work-related musculoskeletal disorders (WMSD) injuries (Anderson, Adams, Bonauto, Howard, & Silverstein, 2015). Many current physical job assessment tools available for ergonomics practitioners to evaluate work-related musculoskeletal disorder risks of the back, shoulder, hand/wrist and knee are mostly of general purposes. This project sought to identify risk factors pertinent to given industries. The construction industry is used as an example in

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Rynes, Sara L., Caroline L. Weber, and George T. Milkovich. "Effects of market survey rates, job evaluation, and job gender on job pay." Journal of Applied Psychology 74, no. 1 (1989): 114–23. http://dx.doi.org/10.1037/0021-9010.74.1.114.

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30

Cousineau, Eric, Abby Ghobadian, and Michael White. "Job Evaluation and Equal Pay." Industrial and Labor Relations Review 41, no. 3 (1988): 480. http://dx.doi.org/10.2307/2523930.

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31

Benton, David. "Agenda for Change: job evaluation." Nursing Standard 17, no. 36 (2003): 39–42. http://dx.doi.org/10.7748/ns2003.05.17.36.39.c3395.

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Buchan, James. "Job evaluation, know the score." Nursing Management 1, no. 7 (1994): 23–24. http://dx.doi.org/10.7748/nm.1.7.23.s21.

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33

Burton∗, Clare. "Job Evaluation and Gender Bias." Journal of Tertiary Education Administration 13, no. 1 (1991): 73–81. http://dx.doi.org/10.1080/0157603910130107.

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34

Risher, Howard W. "Job Evaluation: Validity and Reliability." Compensation & Benefits Review 21, no. 1 (1989): 22–36. http://dx.doi.org/10.1177/088636878902100104.

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35

Quaid, Maeve. "JOB EVALUATION AS INSTITUTIONAL MYTH." Journal of Management Studies 30, no. 2 (1993): 239–60. http://dx.doi.org/10.1111/j.1467-6486.1993.tb00303.x.

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36

Madigan, Robert M., and Frederick S. Hills. "Job Evaluation and Pay Equity." Public Personnel Management 17, no. 3 (1988): 323–30. http://dx.doi.org/10.1177/009102608801700308.

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Analysis of job evaluation data collected for a study of a state government classification system indicates that different job evaluation methods are likely to produce significantly different versions of an equitable pay structure. The cost of implementing “pay equity” for positions held predominantly by women is likely to vary significantly with the evaluation method employed.

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37

Gupta, Sandipan, and M. Chakraborty. "Job evaluation in fuzzy environment." Fuzzy Sets and Systems 100, no. 1-3 (1998): 71–76. http://dx.doi.org/10.1016/s0165-0114(97)00047-x.

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38

Weiner, Nan J. "Job evaluation systems: A critique." Human Resource Management Review 1, no. 2 (1991): 119–32. http://dx.doi.org/10.1016/s1053-4822(05)80004-x.

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39

Wilde, Edwin. "A job evaluation case history." Work Study 41, no. 2 (1992): 6–11. http://dx.doi.org/10.1108/eum0000000002663.

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40

Mahon, Darren. "Single status and job evaluation." Early Years Educator 12, no. 1 (2010): 6. http://dx.doi.org/10.12968/eyed.2010.12.1.47812.

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41

Saleem Dawood, Haitham. "Linear Programming for Job Evaluation." Engineering and Technology Journal 31, no. 2 A (2013): 325–29. http://dx.doi.org/10.30684/etj.31.2a.9.

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42

Oboyski-Butler, Kathy, and Marni Schwartz. "Sharing the Job of Evaluation." Language Arts 66, no. 4 (1989): 407–13. http://dx.doi.org/10.58680/la198924887.

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Dalache, Dalila, and Lakhdar Meddah. "The Importance of the Gradar Method in Job Analysis and Evaluation." Finance and Business Economies Review 6, no. 3 (2022): 389–407. http://dx.doi.org/10.58205/fber.v6i3.373.

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The study aims to define and determine the importance of the Gradar approach to job analysis and evaluation in light of the lack of transparency and flexibility of some traditional methods of job evaluation, and the development of new approaches in the context of technological development and the enlarging use of information networks in order to create a practical and understandable job and an existing system that integrates the current results of work sciences and organizational theory; The study concluded with a statement of the need to develop optimal efficiency models for the organization

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44

Haspul Naser, Haspul Naser, Nurwulan Kusuma Devi, and Nurul Wahdini. "Calibrating the Final Results of the Hay System of Job Evaluation Using Urgency, Seriousness, and Growth (USG) Analysis in Indonesia." Journal of Indonesian Economy and Business 37, no. 1 (2022): 73–91. http://dx.doi.org/10.22146/jieb.v37i1.1475.

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Introduction/ Main Objectives: The research argues that the job evaluation process may not reflect a sense of justice, that is, in most cases, the decisions of the board of directors (BOD) appear to be biased. Background Problems: Lack of transparency and unfairness in job evaluations may create disharmony in the workplace. Novelty: The researchers used the Urgency, Seriousness, and Growth (USG) analysis to find the root cause of employees’ dissatisfaction because of unfairness in the final job size, which may impact the wages. The researchers were also required to be familiar and have experie

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Udaya, Mohan Devadas, and Yashodara Dharmapala Yovini. "Soft skills Evaluation in the Information Technology and Business Process Management Industry in Sri Lanka: Skills, Methods and Problems." International Journal of Economics, Business and Human Behaviour (IJEBHB) 2, no. 3 (2021): 1–18. https://doi.org/10.5281/zenodo.5280309.

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The dearth of soft skills and lack of such soft skills measurement tools are the key for many problems in the Information Technology and Business Process Management industry in Sri Lanka. Studies on soft skills evaluation methods are skeletal within the industry concerned. In bridging this gap, the researchers investigated the soft skills required by different job categories, currently used soft skills measurements, and the problems and challenges associated with the soft skills measurement process in the industry concerned. This study was designed as a qualitative inquiry using constructionis

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46

Gabriel, E.Casiño. "Development of Job Recommender for Alumni Information System." International Journal of Innovative Science and Research Technology 7, no. 9 (2022): 883–88. https://doi.org/10.5281/zenodo.7145539.

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- Today, online jobs web portals have become the main venues for alumni to find jobs. The web platforms have saved a lot of time and money for alumni and other job-seekers and organizations who want to hire people. However, traditional information retrieval techniques may not be appropriate for any job seeker. The reason is that the number of results returned to a job seeker may be huge, necessitating alumni job seekers to spend a significant amount of time reading and reviewing their options. This study aimed to develop a system that allows can search for job from different job portals and ca

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47

Campion, Michael A., and Chris J. Berger. "Conceptual and Empirical Integration of Job Design and Job Evaluation." Academy of Management Proceedings 1988, no. 1 (1988): 268–72. http://dx.doi.org/10.5465/ambpp.1988.4981117.

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48

Cakmur, Hulya. "Concept and Evaluation of Job Satisfaction: Developed Job Satisfaction Index." TAF Preventive Medicine Bulletin 10, no. 6 (2011): 759. http://dx.doi.org/10.5455/pmb.20111018014747.

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49

Smith, Brien N., Philip G. Benson, and Jeffrey S. Hornsby. "The effects of job description content on job evaluation judgments." Journal of Applied Psychology 75, no. 3 (1990): 301–9. http://dx.doi.org/10.1037/0021-9010.75.3.301.

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50

Humphreys, Richard. "Occupational job evaluation. A research-based approach to job classification." Employee Responsibilities and Rights Journal 2, no. 3 (1989): 237–38. http://dx.doi.org/10.1007/bf01423481.

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