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

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

*95 XVII THE SCOPE OF PSYCHOLOGICAL TESTS (Con tinued) The second important question dealing with the scope °f psychological tests is concerned with their qualitative y alue. How much can tests tell us about an individual? And how much importance may we attach to the facts which they reveal? Is it possible to say that, because an a Pplicant passes the tests for a certain kind of work, that a Pplicant will make good? And is it possible to assert, With equal assurance, that the reverse will be true, and that one who fails in the tests will fail in the work? Here, a gain, a distinct limitation must be immediately admitted. The application of psychological tests does not make it possible to predict, without qualification, that a certain ^dividual will succeed at a certain kind of work and that another will fail. They only enable one to say that the chances for success of a particular individual or group ar e better than the chances of another. In brief, psycho- jogical tests do not make it possible to discover all that is desirable to know about an individual, or, conse quently, to prophesy infallibly what an individual is bound to do. In the first place, there are innumerable factors which e nter into the history of each individual which no method whatsoever can take cognizance of, and which, therefore, 110 method can control. Every employment manager is familiar with the many reasons other than the item failure

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