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

Usage license:: Get license information via the feedback formular.

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Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

20 EMPLOYMENT PSYCHOLOGY the particular work in question. Even though tests have been devised and carefully applied elsewhere by a first- rate psychologist, it does not follow that they will apply equally well in the new situation. For instance, trade tests and intelligence tests were of great value in classify ing the army. However, before these tests can be applied to a particular industry, they must be carefully and scien tifically tried out on the work of that industry and modified to meet its specific demands. This is a task which re quires not only a psychologist who is technically equipped, but one who is ready to make a thorough study of the work of the particular industry in question. There are thousands of valuable tests in existence to-day. The chief problem of employment psychology is to deter mine the value of particular tests when applied to partic ular tasks. The first step of every employment psycholo gist in each new field is to test tests rather than applicants. The progressive employment manager is facilitating the work of the employment psychologist by enabling the latter to enter directly into the shop and the office, there to study and work and to try out tests for future use. To give a concrete example, a large footwear industry of national importance has recently engaged a staff of six trained psychologists who are now engaged in a first hand study of the various operations of the industry. As they become familiar with the various kinds of work they will devise tests or select tests from those available and try them out. If these tests prove significant, they will then be used for employing new applicants. This method of approach, from within out, is the road by which employment psychology and the employment psycholo gist must proceed, to be genuinely practical. It should not be thought, however, that employment

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