Abstract
When conducting a job analysis, one of the most prevalent strategies for establishing content validity is using an incumbent survey. A major issue related to surveys is the possibility of receiving a low rate of response. To further the job analysis literature, this article reports on a study conducted to examine the characteristics related to nonrandom response and rater variance in job analysis surveys. Job analytic surveys were randomly distributed to incumbents in 21 different jobs in a U.S. federal government agency. A total of 150 out of 349 (43%) surveys were completed and submitted for further analysis. Results indicated that race, job performance, and employee grade were significantly related to survey return, and education was related to rater variance. The practical implications of these findings and directions for future research are discussed.
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