UNDERSTANDING WORK USING THE OCCUPATIONAL INFORMATION NETWORK (O*NET): IMPLICATIONS FOR PRACTICE AND RESEARCH

By NORMAN G. Peterson, Michael D. Mumford, W. C. Borman, P. Jeanneret, E. Fleishman, Kerry Y. Levin, MICHAEL A. Campion, M. S. Mayfield, F. Morgeson, Kenneth Pearlman and 4 more. 2001

468 citations recorded by the source corpus.

Subfields: Biomedical Engineering, Radiological and Ultrasound Technology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a1fb457a7ae6a1cba3f128a8b24e71e8bf34d7ca

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Citations in the corpus

Leverage and asset prices: An experiment (2012, unknown): “The O*NET system provides information on two dimensions of these workforce skills: the importance of each skill to the performance of a job and level of skill required 1 O*NET is discussed in detail by Peterson et al (2001) and Feser (2003) .”
A lifespan perspective on job design: Fitting the job and the worker to promote job satisfaction, engagement, and performance (2012, background): “Future research may also bring in more objective measures of job dimensions, namely, those identified through job analysis models such as the O*Net (Peterson et al., 2001).”
DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING (2011, methodology): “…rooted in the similar use of descriptor taxonomies in job analysis, which are perhaps best illustrated by the Position Analysis Questionnaire (McCormick, Jeanneret, & Mecham, 1972) and the Occupational Information Network (O ∗ NET) developed for the U.S. Department of Labor (Peterson et al., 2001).”
Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews (2005, methodology): “Two taxonomies of the “Occupational Requirement” domain in the O*NET database (see Peterson et al., 2001) were adopted to measure the extent to which a job requires its incumbent to interact with customers—“selling or influencing others” (i.e., convincing others to buy merchandise/goods, or…”
Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. (2008, background): “The O*NET database offers extensive job or position information, on the basis of a theoretical structure (Mumford & Peterson, 1999; Peterson et al., 2001).”
The leadership skills strataplex: Leadership skill requirements across organizational levels (2007, methodology): “This skills domain represents a taxonomic approach to integrating decades of academic research on skills (Mumford, Peterson, & Childs, 1999; Peterson et al., 2001).”
Identifying 21st Century STEM Competencies Using Workplace Data (2015, methodology): “Data were collected to identify skills, knowledge, abilities, and traits that workers needed, as well as the education and training requirements, machines, tools, equipment and materials used and products produced (Peterson et al. 2001).”
What you do depends on where you are: understanding how domestic and expatriate work requirements depend upon the cultural context (2007, background): “O*NET contains a variety of domains that describe the world of work, and which were designed to be applicable to all jobs (Peterson et al., 2001).”
Why Don't Measures of Broad Dimensions of Personality Perform Better As Predictors of Job Performance? (2005, methodology): “O*NET (Occupational Information Network) represents the most ambitious effort to analyze jobs and job requirements; the O*NET project involves developing a national database that includes analyses of virtually every type of job in the current economy (Jeanneret & Strong, 2003; Peterson et al., 2001)”
A Model of Faking Likelihood in the Employment Interview. (2006, background): “Because faking in an interview is a complex type of social performance, it seems reasonable that individual differences in social skills, defined as social perceptiveness, persuasion, and social control (Peterson et al., 2001; Riggio, 1986), would be closely linked to capacity to fake.”
JOB COMPLEXITY, PERFORMANCE, AND WELL-BEING: WHEN DOES SUPPLIES-VALUES FIT MATTER? (2004, methodology): “…using job analysis ratings of work activities and work content from the Occupational Network (O∗Net) database, a comprehensive system to describe occupations using common descriptors (e.g., Peterson et al., 2001; United States Department of Labor/Employment and Training Administration, 2001).”
The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. (2006, methodology): “Construct Validity of the WDQ We first tested Hypotheses 1–3, which concerned relationships between the WDQ constructs and archival DOT and O*NET measures.”