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Specific versus general skills and abilities: A job level examination of relationships with wage.

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Title: Specific versus general skills and abilities: A job level examination of relationships with wage.
Authors: Rotundo, Maria, Sackett, Paul R.
Source: Journal of Occupational & Organizational Psychology. Jun2004, Vol. 77 Issue 2, p127-148. 22p. 7 Charts.
Subjects: Job skills, Job analysis, Personnel management, Wages, Labor costs, Job evaluation
Abstract: The extensive literature purporting an upgrading in occupational skill requirements paired with the perception of a skill shortage in the workforce calls for the need to develop workplace skills and abilities. However, decisions about which skills to develop would be aided by information about which skills/abilities are valued most highly and lead to higher wage jobs. The job evaluation literature and labour-market wage theory present competing hypotheses about skill-wage relationships. The ACT Inc.'s Work Keys® system, the prototype Occupational Information Network, and the fourth edition 'Dictionary of Occupational Titles' job analytic databases were paired with concurrent wage data. These data made it possible to conduct a job-level evaluation of whether specific skills/abilities could be identified that were most strongly linked to wage or whether broad skill/ability factors accounted for a majority of wage variance. Results indicated that a majority of the wage variance explainable by skills/abilities could be attributed to a general cognitive factor. [ABSTRACT FROM AUTHOR]
Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Psychology and Behavioral Sciences Collection
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  Data: Specific versus general skills and abilities: A job level examination of relationships with wage.
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  Data: <searchLink fieldCode="AR" term="%22Rotundo%2C+Maria%22">Rotundo, Maria</searchLink><br /><searchLink fieldCode="AR" term="%22Sackett%2C+Paul+R%2E%22">Sackett, Paul R.</searchLink>
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  Data: <searchLink fieldCode="JN" term="%22Journal+of+Occupational+%26+Organizational+Psychology%22">Journal of Occupational & Organizational Psychology</searchLink>. Jun2004, Vol. 77 Issue 2, p127-148. 22p. 7 Charts.
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  Data: <searchLink fieldCode="DE" term="%22Job+skills%22">Job skills</searchLink><br /><searchLink fieldCode="DE" term="%22Job+analysis%22">Job analysis</searchLink><br /><searchLink fieldCode="DE" term="%22Personnel+management%22">Personnel management</searchLink><br /><searchLink fieldCode="DE" term="%22Wages%22">Wages</searchLink><br /><searchLink fieldCode="DE" term="%22Labor+costs%22">Labor costs</searchLink><br /><searchLink fieldCode="DE" term="%22Job+evaluation%22">Job evaluation</searchLink>
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  Data: The extensive literature purporting an upgrading in occupational skill requirements paired with the perception of a skill shortage in the workforce calls for the need to develop workplace skills and abilities. However, decisions about which skills to develop would be aided by information about which skills/abilities are valued most highly and lead to higher wage jobs. The job evaluation literature and labour-market wage theory present competing hypotheses about skill-wage relationships. The ACT Inc.'s Work Keys® system, the prototype Occupational Information Network, and the fourth edition 'Dictionary of Occupational Titles' job analytic databases were paired with concurrent wage data. These data made it possible to conduct a job-level evaluation of whether specific skills/abilities could be identified that were most strongly linked to wage or whether broad skill/ability factors accounted for a majority of wage variance. Results indicated that a majority of the wage variance explainable by skills/abilities could be attributed to a general cognitive factor. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Value: 10.1348/096317904774202108
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        Text: English
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      – SubjectFull: Job skills
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      – SubjectFull: Job analysis
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      – SubjectFull: Personnel management
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      – SubjectFull: Wages
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      – SubjectFull: Labor costs
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      – SubjectFull: Job evaluation
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