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 IV. Conclusion

Collection:: Economics Books

A PRACTICAL COMBINATION OF EMPLOYMENT METHODS 349 First, it may be asserted that the tests mentioned are not psychological tests at all and need not be given by a psychologist. In so far as psychology is considered as something apart from actual work, the tests are not psychological. However, if they have been worked out by means of the careful technique and experimentation peculiar to the psychological method, they are very dis tinctly psychological, and unless they have been worked out in this careful fashion, they will represent only an other wrinkle of the human equation. It is also true that tests need not be given by the psychologist, but may be given by a technical expert. However, before the technical expert can give these tests with any degree of uniformity and accuracy, they must be properly formu lated and standardized, and this is exactly the work which only the psychologist is able to do. In fact, one of the great virtues of the psychological method, as has already been stated, is its ability to work out standard tests and standard directions for giving them in such a way that the actual giving of the tests and recording the results can be done by others who are less expert. The procedure of giving tests described in the Appendix is such that, under proper supervision, a high-school graduate of little more than ordinary intelligence can learn in about two weeks how to give and correct the tests. There were fre quent changes in the staff of examiners giving these tests, but the uniformity of the tests themselves, the directions, and the method of computing the results preserved the process of selection against all changes in personnel. It may also be objected that the interview described is entirely too long and too intricate for ordinary prac tice. The ordinary practice, however, is something which most employers wish to get rid of, because qualified

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