Journal Articles/Books related to job analysis:
• Baruch,Y. & Lessem, R. (1995). Job analysis: can it still be applied? Indications for various organization levels. International Journal of Career Management, 7(6), 3-9.
• Brophy, M. & Kiely, T. (2002). Competencies: A new sector. Journal of European Industrial Training, 26(2-4), 165-176.
• Chang, I. & Kleiner, B. (2002). How to conduct job analysis effectively. Management Research News, 25(3), 73-81.
• Chen, H. (2006). Assessment center: A critical mechanism for assessing HRD effectiveness and accountability. Advances in developing human resources, 8(2), 247-264.
• Chow, C. M. & Kleiner, B. H. (2002). How to differentiate essential job duties from marginal job duties. Management Law, 44(1), 121-127.
• Cucina,J., Vasilopoulos, N. & Sehgal, K. (2005). Personality-Based Job Analysis and The Self-Serving Bias. Journal of Business and Psychology, 20(2), 275.
• Dierdorff, E., Wilson, M. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88(4), 635-646.
• Felsberg, E. (2004). Conducting job analyses and drafting lawful job descriptions under the Americans with disabilities act. Employment Relations Today, 31(3), 91-93.
• Flanagan, John C. (1954). The Critical Incident Technique, Psychological Bulletin, 51, 4, July, 327-358.
• Fowler, A. (2000). Writing job descriptions. London: CIPD.
• Franklin, M. (2005).A guide to Job Analysis. Alexandria,Virginia:ASTD.
• Hartley, D. (2004, September). Job Analysis at the Speed of Reality. Training & Development, 58(9), 20-22.
• Harvey, R. & Wilson, M. (2000). Yes Virginia, there is an objective reality in job analysis. Journal of Organizational Behavior, 21(7), 829-854.
• Lin, Y. & Kleiner, B. (2004). How to Hire Employees Effectively. Management Research News, 27(4/5), 108-115.
• Karen, E. M. (2000). Work in the 21st Century: Implications for Job Analysis. SIOP. Division 14 of the American Psychological Association.
• McCormick, E.J., & Jeanneret, P.R. (1988). Position Analysis Questionnaire (PAQ). In Gale, S., (Ed.). The Job Analysis Handbook for Business, Industry and Government, Vol.2., New York: Wiley.
• Menne, J. W. (1981). Competency based assessment and the profession of psychology. Professional Practice of Psychology, 2(1), 17-28.
• Morgeson, F.P., & Campion, M.A. (In press). A framework of potential sources of inaccuracy in job analysis. In W. Bennett, Jr (Ed). The future of job analysis. Mahwah, NJ: LEA.
• Morgeson, F. & Campion, M. (2000). Accuracy in job analysis: Toward an inference-based model. Journal of Organizational Behavior, 21(7), 819-827.
• Morgeson, F., Delaney-Klinger, K. Mayfield, M., Ferrara, P. & Campion, M. (2004). Self-Presentation Processes in Job Analysis: A Field Experiment Investigating Inflation in Abilities, Tasks, and Competencies. Journal of Applied Psychology, 89(4), 674-686.
• Palmer, H. & Valet, W. (2001). Job analysis: Targeting needed skills. Employment Relations Today, 28(3), 85-92.
• Pearn, M. and Kandola, R. (1993). Job Analysis: A Manager’s Guide. London: IPD.
• Prien, K., Prien, E. & Wooten, W. (2003). Interrater reliability in job analysis: Differences in strategy and perspective. Public Personnel Management, 32(1), 125.
• Spector, P. (2000). Introduction: Job analysis accuracy versus consequential validity. Journal of Organizational Behavior, 21(7), 807.
• Tross, S. & Maurer, T. (2000). The Relationship Between SME Job Experience and Job Analysis Ratings: Findings with and without Statistical Control. Journal of Business and Psychology, 15(1), 97-110.
• Van Wart, M. (2000). The Return to Simpler Strategies in Job Analysis: The Case of Municipal Clerks. Review of Public Personnel Administration, 20(3), 5-27.
