The Position Analysis Questionnaire (PAQ)

The Position Analysis Questionnaire (PAQ) is a technique that is essential for analyzing various jobs. It is helpful with assisting future employees by providing the responsibilities of a given job, as well as the qualities required to do the job (Baker, 2018). The PAQ is broken down into six main categories that sum up a total of 187 job elements. Although each job may require different tasks, the PAQ is structured in a way that it’s able to identify the characteristics that each job typically holds. Due to the PAQ being one of the most widely used job analysis instruments, it has been successful with evaluating the skills of an applicant. In addition, it identifies the applicant that fits best for the particular job opportunity because KSAO’s

The results of the PAQ allows one to view specific details about the job, as well as the ability to compare jobs or positions in different businesses. Additional details regarding the elements and six main categories, along with the use of the PAQ in a research study, will be further discussed.

Riggio (2013) effectively discusses and describes the job elements that the PAQ analyzes. The elements are grouped into six main categories and are described in brief detail. The categories include the following: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics. The information input is where and how the employee will gather the information or data needed to perform the job. For example, a teacher gets their information by using their personal knowledge and textbook information to perform a lecture in class. The mental processes category examines the cognition aspect of the job. Thus, a psychiatrist must be accurate with their decision making when diagnosing someone. The work input category emphasizes on what tasks, tools, or machines the worker needs in order to perform their

Drug testing for new hired applicants has become more common. Murphy et al. (1991) thought it was important to examine an individuals general thoughts about drug testing versus their reaction when they are told to take a drug test. The researchers focused on attitudes toward employee drug testing and hypothesized that there is a relationship between the agreement of job-related drug testing and the duties, or tasks of that job. Thus, individuals would agree with drug testing and view it as acceptable, but only if it is job-related. In their study, they examined the relationship between 35 jobs and those that agreed with employment drug testing. There was a total of 371 college student participants that went to Colorado State University. The participants were measured based off of their attitude toward drug testing by using data from the Position Analysis Questionnaire. They also tested whether or not those who accepted the idea of employment drug testing were more likely to be worried about danger in the workplace. The results were stimulating—both studies were significant and were strongly related. Murphy et al. (1991) was successfully able to confirm their hypothesis as correct. Therefore, they were able to interpret the PAQ into their study and find a relationship among the acceptance of