Despite the importance of job specifications to much of industrial and organizational psychology, little is known of their reliability or validity. Because job specifications are developed based on input from subject matter experts, interrater agreement is a necessary condition for their validity. The purpose of the present research is to examine the validity of job specifications by assessing the level of agreement in ratings and the effects of occupational tenure, occupational complexity, and the abstractness of rated worker requirements. Based on the existing literature, it was hypothesized that (1) agreement will be worse than acceptable levels, (2) agreement will be higher among those with longer tenure, (3) agreement will be lower in more complex occupations, (4) the effect of occupational tenure will be more pronounced in complex than simple occupations, (5) agreement will be higher on more abstract items, and (6) agreement will be lowest for concrete KSAOs in complex occupations. These hypotheses were tested using ratings from 38,041 incumbents in 61 diverse occupations in the Federal government. Consistent with Hypothesis 1, agreement failed to reach acceptable levels in nearly every case, whether measured with the awg or various forms of the rwg agreement indices. However, tenure, occupational complexity, and item abstractness had little effect on ratings, whether agreement was measured with rwg or awg. The most likely explanation for these null findings is that the disagreement reflected a coarse classification system that overshadowed the effects of tenure, complexity, and abstractness. The existence of meaningful subgroups within a single title threatens the content validity of job specifications: the extent to which they include all relevant and predictive KSAOs. Future research must focus on the existence of such subgroups, their consequences, and ways of identifying them. / Ph. D.

MICE產業在全球有其發展的重要性，全球許多知名城市也陸續完成大型會議及晚宴場地的建制，然而再多再好的硬體配備，終究必需透過產業人員的提案及執行作業。台灣及亞太地區各國家，無論會獎旅遊或會展在經濟貿易及觀光發展中，皆佔據極其重要的角色。 人才在此產業發展中不容輕忽，個人嘗試著將二十多年的會獎旅遊實務以及召募管理經驗，加上訪問國內傑出的產業領導者，藉由冰山理論以量化問卷調查及質性深度訪談，進行分析比對，整理一份極具參考價值的人才需求資料。 如何有效召募所需的職能人員，是本個案研究的目的，會獎產業人員傾向具備多元職能，除了成長過程的學習，在職養成訓練也冗長耗時，本研究相關比對的數據，可以提供有效的參考資料，讓產業在發展中不可獲缺的人才，可以更精準的召募與養成。