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 III. Selection and retention

Collection:: Economics Books

THE MEASURE OF COMPARATIVE PRODUCTIVENESS 317 Standing in Production in terms Attendance Men Tests of t earned per hr. % A 98 70 97 B 96 69 95 C 95 68 80 D 92 66 99 E 87 64 93 F 81 63 90 G 76 6l 92 H 69 59 99 I 62 55 84 J 53 53 87 IO 809 628 916 Av. 80.9 Group Av. 62.8 Av. 91.6 It is evident from the above figures that there is a satisfactory degree of correlation between the records in the tests and in production. The men who were highest in the tests were, on the whole, highest in production, and vice versa. If we apply the formula, familiar to statisticians, and explained in Chapter II, we would obtain plus .60 as the index of correlation, and this is a rather high index. If there were no close correspondence between the test and production records, the correlation would be expressed in a much lower figure, for example, plus .08 or even a minus quantity such as minus .62. Thus it becomes possible to determine with mathematical exactness just what degree of correspondence exists be tween these two factors, and to tell what the success of the selections has been. If, now, it becomes necessary to lay men off for lack of work, unsuitability, or any other reason, the employment manager can determine, by referring to the employee’s activity record, whether or not the right men are being laid off. For example, let us suppose that A, C and J on

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