Work, Jobs, and Occupations A Critical Review of the Dictionary of Occupational Titles (1980) / Chapter Skim
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C ANNOTATED BIBLIOGRAPHY OF RESEARCH USES OF THE DICTIONARY OF OCCUPATIONAL TITLES
C ANNOTATED BIBLIOGRAPHY OF RESEARCH USES OF THE DICTIONARY OF OCCUPATIONAL TITLES
Pages 262-304
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:77-82. The GATB assesses worker aptitudes that relate directly to the DOT'S worker trait aptitude scales.
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Included in section 2 are abstracts and descriptions of the various sections of the third edition DOT, Volumes 1 and 2, as well as the General Aptitude Test Battery. Baer, Max F., and Edward C
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to the worker trait groups of the third edition DOT, toward organizing occupations within an OAP and adding related occupations. The OAP structure resulting from this research consists of 62 threeaptitude, multiple-hurdle patterns that incorporate 1,215 occupations.
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. The authors describe in detail the DOT'S worker traits and worker functions and suggest that they provide different kinds of variables that are equally important.
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Lancaster Jones, and Patrick McDonnell 1977 Worker traits and worker functions in DOT. Journal of Vocational Behavior 1 l(October)
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Results indicate some differences in the impact of the Scot and the vcs on the dependent variables; the vcs was found to be more effective than the scat in broadening career options and in increasing the frequency with which subjects read occupational information.
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The system draws on data and variables from the Department of Labor's occupational aptitude patterns, the University of Minnesota's occupational reinforcer-pattern clusters, Holland's occupational classification, and the DOT. Specifically, the MOCS uses the DOT'S group arrangement of occupations, worker trait groups (interests, temperaments, and physical demands)
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The third edition DOT'S GED variable was used as a measure of education in the author's analyses. In terms of employment security and earnings the relative opportunities of blacks were quite sensitive to fluctuations in economic conditions, improving in good times and declining in bad.
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An analysis of the results proved unsuccessful in developing scales to measure the current 10 interest factors in the third edition DOT (Vol. 2~; however, a factor analysis led to identification of readily interpretable interest factors similar in meaning and occupational coverage for men and women and broad enough to include the range of occupations in the economy.
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The third edition DOT'S SVP and GED scales were used to compute the educational requirements of census occupations. Eckaus converted these scales into year equivalents and then estimated the requirements for the census occupations.
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The third edition DOT and the Estimates of Worker Trait Requirements for 4,000 Jobs were used as a source of worker aptitude requirements in formulating the inventory. Support was found for the reliability and construct validity of SPART; SPART was also somewhat predictive of job turnover.
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Functional Occupational Classification Project's (FOCP) worker trait and work performed dimensions serve the same purpose.
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classifies what workers do and reflects worker traits; a second classifies the work that gets done, that is, technologies; a third classifies materials, products, subject matter, and services, or what the jobs are mainly about. The aptitudes, interests, temperaments, physical demands, working conditions, training times, and industry associated with 4,000 job titles have been analyzed, and in searching for groupings with the optimum integration of worker trait information it was found that worker functions (level of involvement with data, people, and things)
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Census Bureau and reorganized for this study using Holland's occupational classification. In addition, the third edition DOT'S GED ratings were assigned to each occupation.
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Those occupations not listed in the classification were coded by translating the third edition DOT code into Holland's categories following. Viernstein's (1972)
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Information from job incumbents on the job tasks performed and skills used on the job (coded according to the third edition DOT'S worker function and GED scales) suggests that skill needs on the job are somewhat different from the skill training received in the professional schools.
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Third, owing to the rapidly growing work force, the current emphasis on upgrading the unemployed and underemployed, and the impact of technological change on the nature of work, the traditional techniques of job analysis may no longer be adequate to meet the needs of the economy. The third edition DOT iS cited as containing variables useful in job analysis schemes.
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occupational segregation has resulted in the overcrowding of women into a relatively small number of occupations. In her wage equations, Jusenius controls for the skill required by an occupation by using a modified version of the third edition DOT'S SVP scale, making it possible to test the additional hypothesis that work experience is an effective way of accumulating human capital in only some occupations, the relatively high-skill occupations.
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Many of the studies conducted by Kohn and his colleagues use a measure of substantive complexity modeled closely after the DATA, PEOPLE, and THINGS scales of the third edition DOT. Kohn describes his scales as differing from those of the DOT only in a more careful assessment of supervision, greater flexibility in ratings of multiple job functions, more stringent ratings of data and less stringent ratings of things, and a slightly different rating of people for teachers and consultants.
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Occupations held mainly by men and those held mainly by women were compared using 1963-1965 NORC surveys of the social standing of occupational titles matched to the 1960 Census occupational classification, census statistics on both male and female workers, and DOT data on GED, SVP, physical demands, and relationship to people. The percentage female was found to be negatively correlated with earnings, occupational prestige, GED, and svP.
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Data were obtained from school records and from teachers. Social class was defined in terms of father's employment according to the classification system of the third edition DOT.
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children, achievement imagery, dependent behaviors, and occupational roles of the characters were examined. Occupational roles of the story characters were determined using the nine categories of the third edition DOT.
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This paper reviews the occupational literature in an attempt to identify or infer what it contributes to an understanding of occupational similarities and occupational transfers. The third edition DOT is described in detail in the author's discussion of systems of job analysis, worker traits, and socioeconomic classifications.
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Several occupational conditions defining the structural imperatives of a job were examined, including a measure of substantive complexity modeled closely after the third edition DOT'S DATA, PEOPLE, and THINGS scales. The authors found that job conditions that encourage self-direction are related to effective intellectual functioning and an open, flexible orientation to others, while those that constrain opportunities for self-direction are related to ineffective intellectual functioning and a rigid social orientation.
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Whereas it is often assumed that occupational values remain fixed throughout the work history, a confirmatory factor analysis of data obtained from male college graduates over a 10-year period demonstrates that work autonomy and income influence intrinsic, people-oriented, and extrinsic values. To control for the effects of fathers' work on sons' values and content of occupations, the third edition DOT'S scale for DATA was used to rate the complexity of father's work, and these data were considered in the analyses.
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Students rated 12 occupations in terms of selected DOT worker trait requirements (interests, aptitudes, GED, and svP) needed for successful performance of a job and were asked to indicate when they did not know the required worker traits.
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Several approaches to job analysis are described, three of which are employed in the DOT: worker traits, socioeconomic class, and work environment. The paper concludes with recommendations on how educational and training institutions are or could be developing individual capabilities in transferable skills.
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for 67 occupations are presented alphabetically, using third edition DOT titles (see Borgen et al., 1972~. These additional ORP'S are based on the combined Minnesota Job Description Question naire ratings of supervisors and/or employees.
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:173-176. An empirical validation of the 114 worker trait groups of the third edition DOT was performed by comparing the factor structure of the worker trait components of the
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Scoville briefly outlines the development of the second edition DOT and describes the content and organization of the then forthcoming third edition, including the worker function data (level of involvement with data, people, and things)
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Census data, the need for a more relevant conceptual framework, and the need for statistical improvement in occupational research. Scoville cites the DOT as "the only comprehensive attempt at describing job requirements or some aspects of job content for a large and diverse sample of jobs which has so far been published." However, he criticizes the worker trait groups and their use by the Employment Service as well as the functional job analysis system (relationship to data, people, and things)
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The major purpose was to examine TV dramas and analyze the extent to which minorities were represented and to compare their portrayals with those of white Americans. The third edition DOT was used to classify characters' jobs.
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The structure of the third edition DOT is examined at length as an example of occupational classification. The article concludes with a brief discussion of the limitations of functional occupational classification systems: certain employee entrance standards may reflect unseen yet actual restrictive requirements of race, age, sex, and social conformity; job requirements are flexible and relative to labor supply and geographic location; rapid technological changes may quickly render published standards obsolete; and finally, occupational classification systems based on worker characteristics often overemphasize entrance requirements.
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Two dimensions of vertical differentiation, authority and complexity, are derived from the division of labor. Spaeth used the third edition DOT'S DATA, GED, and svP ratings to assess complexity of work and the PEOPLE ratings as an indicator of authority.
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A Call 1980 Estimates of Third Edition DOT Job Characteristics for 1970 Census Occupation-Industry Categories.
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As an example he describes his work on relating work samples with the third edition DOT'S worker trait group arrangements and his attempts to validate the results empirically. Sterne, David M
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Drawing on U.S. Census and BES data as well as two variables from the third edition DOT, Stolzenberg examined, among other things, the impact of svP on earnings and prestige and the effects of physical demands on the age-wage relationship.
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The DOT and its worker traits and worker functions are reviewed. Temme developed a new set of measures of occupational characteristics for occupations used in both the 1960 and 1970 Census classifications.
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New York: Academic Press. In chapter 9 the author recommends that the Dictionary of Occupational Titles be employed in coding foreign occupational data to the Standard International Occupational Prestige Scale.
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Ullman notes that two of the third edition DOT'S features are of special relevance for educational and vocational guidance of persons with learning disabilities: the GED scale and the occupational aptitude patterns. Viernstein, Mary Cowan 1972 The extension of Holland's occupational classification to all occupations in the Dictionary of Occupational Titles.
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. Occupations at closure were assigned third edition DOT codes and grouped according to the first digit.
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By using the third edition DOT and the Occupational Outlook Handbook as sources of information about the characteristics and requirements of occupations, multiplechoice items were constructed for each of the selected occupations. Reliability estimates for the subtests as well as criterion-related and construct validity data are presented.
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:527-53 1. This study examined racial experimenter effects in counseling-like interviews employing the verbal operant-conditioning paradigm.
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