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 I9 of the work as it is actually being done. Its laboratory is the shop and the office. The conditions under which it conducts its experiments are the actual conditions and not the highly artificial and theoretical conditions entailed by the stereotyped psychological laboratory. The employ ment psychologist must find and apply mental tests to employees on the basis of a study of the work which they are doing. In fact, he must become an employee himself, in order that he may understand the kind of mental action for which he is trying to find tests or measures. Only the most temerarious psychologist would attempt to devise or apply tests to employees whose work he understood in only a superficial fashion. There is a very decided tendency to-day to make a wide spread and wholesale use of tests for employment purposes. Newspapers and periodicals have given much space to the description of tests and have made many sensational and extravagant claims for their usefulness. There is great danger in a sudden and extensive application of tests. Indeed, ridicule has already been provoked by their indis criminate use; for anyone with a little ingenuity, whether he be a psychologist or not, can take a ready-made psy chological test and apply it, after a fashion. But, having applied it, the chief difficulty remains, namely, how shall it be interpreted? What does it mean? No test has any significance for employment purposes until it has been tried out (by the scientific process to be described later) on employees doing exactly the same kind of work as that for which new applicants are to be tested later on. If, for instance, an employment manager receives a set of trade tests or clerical tests for use in connection with the selection of workers, he can not use those tests effec tually until a trained psychologist has tried them out on

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