Development of physical profiles for specific jobs.

Abstract

Inherent risk of injury associated with heavy physical work tasks frequently obviates direct job analysis -- content validity -- for predictive or diagnostic purposes. A common alternative is an appraisal of the physical attributes manifest by the job requirements and the selection of tests of related physical factors. 241 job applicants were given a test battery composed of 40-items at the University of California Medical Center, Sacramento, California. A factor analysis reduced the initial 40-item test battery to an unweighted 6-item field test battery FTB. Standards scales were established for the FTB and applied to evaluate without prejudice a second group of 300 applicants. Since the present criterion for adequate job performance is simply the successful completion of climbing school, means for each test item of the FTB were evaluated for their predictive value. The mean scores for the step test and balance were found to be significantly different, smaller than .05 between the successful and unsuccessful applicants, whether male or female. Percent fat differed significantly only in the males and two strength tests and reaction times were not significant. Additional studies were conducted on two groups of young adults with known fitness levels to better characterize the strength factors which are considered essential to acceptable pole climb performance. Significant differences were found for both static and dynamic strengths, p equals smaller than .05. In summary, a FTB of simple, objective, job related test items can be identified and validated for predictive and diagnostic purposes. Probabilities for success can be established through a preliminary self-screening test program and administered by the employment office. The test items which comprise the FTB can be figuratively presented as a profile analysis and incorporated in the employee's medical file for longitudinalappraisal. If meaningful standards can be established for use in preemployment or job transfer screening, substantial financial benefits can accrue to the company in terms of reduced administrative and training costs and a reduction in "sick leave" and liability resulting from industrial accidents.