Final answer:
The method described is the paired-comparison method used in job-content-based job evaluations, focusing on the match between job requirements and candidate KSAs but also subject to biases such as physical attractiveness or interviewer similarity. Job satisfaction, highly correlated with job content, is measured using surveys, and is not strongly tied to pay level over time.
Step-by-step explanation:
The job evaluation method described, where each job is compared with every other job being evaluated and the one with the largest number of "greater than" rankings becomes the highest-ranked job, is known as the paired-comparison method. This method forms part of the job-content-based job evaluation processes which focus on the roles and requirements of the position. A comprehensive job analysis that accounts for the necessary knowledge, skills, and abilities (KSAs) is crucial for ensuring the best match between job and candidate. However, it's important to note that real-world hiring decisions can be influenced by subjective factors such as interviewer bias or the physical attractiveness of candidates, as highlighted by research that includes studies on the impact of obesity on hiring decisions and the benefits of physical attractiveness in job-related outcomes.
Despite these challenges, understanding the job content is fundamental to enhancing overall job satisfaction, which has been linked to factors such as job variety, difficulty level, and role clarity. Job satisfaction is commonly measured using surveys and questionnaires, which may include a Likert scale to rate satisfaction levels. Interestingly, research suggests that higher pay does not necessarily correlate with increased job satisfaction over time, with factors related to the content of work playing a more predictive role.