Employment psychology

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Monograph

Identifikator:: 1028407564

URN:: urn:nbn:de:zbw-retromon-47263

Document type:: Monograph

Author:: Link, Henry Charles; Thorndike, Edward L. http://d-nb.info/gnd/118802127

Title:: Employment psychology

Place of publication:: New York

Publisher:: MacMillan

Year of publication:: 1924

Scope:: 1 Online-Ressource (XII, 440 Seiten)

Digitisation:: 2018

Collection:: Economics Books

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Document type:: Monograph

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Title:: Part I. Psychological tests

Collection:: Economics Books

THE TECHNIQUE OF GIVING TESTS 155 One of the most frequent questions put to the psy chologist is this: “Is not the person whom you are testing likely to be nervous, and, if so, is this not likely to destroy the value of your tests?” This question must be un hesitatingly answered in the affirmative. Subjects are frequently nervous and their performance in the tests is therefore often non-characteristic. When a doubt arises as to the fitness of an applicant of this kind, justice re quires that the applicant be given the benefit of the doubt. However, there are serious objections to this practice. If the examiner is allowed to set aside the results of the tests according to his own ideas as to whether a subject was very nervous or only slightly Uervous, the scientific character of the psychological ex amination disappears and the old-fashioned method of ^dividual judgment is allowed to slip back into its place. Instead of this arbitrary procedure another method has been devised. This consists of giving the subject a shock- absorber. The shock-absorber is a preliminary test, the purpose of which is solely to overcome the initial excite ment of the subject. It is not counted in estimating the final results. The shock-absorber must have two char acteristics. First, it must be easy. If it is difficult, it Will only serve to increase the nervousness of the in dividual being examined. Secondly, it must be interesting, "frhe object of the test is to engage the attention of the subject as completely as possible, thereby drawing it away from himself and from the harassing situation in which the applicant for a position usually finds himself. Experience has demonstrated that the best way in which to overcome an applicant’s nervousness is by giving him a pleasant and easy task to perform. If the task is easy, it

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