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

EMPLOYMENT PSYCHOLOGY DEFINED 13 The same can be said of any field of facts to which the scientific method has been applied, whether it be astron omy, physics, biology, meteorology, chemistry, math ematics, acoustics, or hydrostatics. In every case, science consists of the application of an exact and refined method to the study of the facts, with the result that we have knowledge which has two chief characteristics: first, it is relatively free from the inaccuracies and prejudices of the unaided human faculties; secondly, it is standard knowl edge; that is, knowledge which can be transmitted in unambiguous and indisputable form from one person to another, or from one time to another. It is worth while clearing up some of the ambiguities and misunderstandings which cling to the words science and psychology, because by doing so the definition of our own subject, employment psychology, is made more easy. Psychology has been defined as the application of the scientific method to the actions of the mind in general. Employment psychology, therefore, may be defined as the application of the scientific method to the mental actions concerned in employment. The application of science to the problem of employ ment is just beginning to receive serious attention. The old-fashioned method, and the method which is still com monly in use, is the method of “ hire and fire”. That is to say, there is no particular method. Every employer uses his own method, and each one obtains various re sults. In general, the practice is to receive a number of applicants, look them over, ask them a series of general questions, and then hire those that “look good”. Many amusing strictures on this crude method have been writ ten. A quotation from one of these will suffice to typify the rest: “One large manufacturing establishment has

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