Development of Affect Job Analysis 1 Running Head: DEVELOPMENT OF AN AFFECT ORIENTED JOB ANALYSIS Initial Development and Validation of an Affect Oriented Job Analysis Measure for Use in the Workplace Patrick W. Maloney & Kevin E. Fox Saint Louis University Contact Information: Patrick W. Maloney 221 N. Grand Blvd. Department of Psychology Shannon Hall St. Louis, MO 63103 Phone: 314-977-7299 Fax: 314-977-1014 Email:
[email protected] Development of Affect Job Analysis 2 Abstract In recent years, research examining the relationship between affective constructs (ACs) and workplace behaviors and outcomes has greatly increased (e.g., Ilies, Scott, & Judge, 2006; Cropanzano). In response to encouraging findings, many researchers have called for the use of ACs in personnel selection (Beal, Weiss, Barros, & MacDermid, 2005; Morris & Feldman, 1996; Muchinsky, 2000; Rafaeli & Sutton, 1987). However, the current inability of researchers and human resource professionals to easily identify the jobs for which specific ACs are important is a major impediment to their use in organizations. As such, the current study describes the development of an initial version of the Affective Job Analysis (AJA) measure. Drawing on multiple conceptualizations and theories of affect including trait affectivity, emotional intelligence, emotional labor and emotional contagion; a series of affect-related behaviors suitable for job analysis were generated. The 104 items representing 10 constructs were administered to a convenience sample of 287 working adults and university students. Item content of the initial AJA was refined using an iterative approach based on scale development procedures adopted from Jackson’s (1970) construct oriented approach. Final results suggest that the 10 AJA scales assess several distinct but related constructs.