Employment psychology

Bibliographic data

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.

APPENDIX 401 Rating Formula I N- E RU r, in which N = number of units covered E =» errors RU = the number of units called for by the point of reference, r = rating For application, see rating of tests 6 and 8. When no fixed time is set, but each individual is allowed to complete the test in his own time, the equation becomes: Rating Formula II Ru X RU - E . ,., — = r, in which RU = the number of units called for by the point of reference, in this case, the entire test. Ru = reference time per unit, obtained by dividing the refer ence time by the reference units (RU). In test 2 this would be 35 (reference time) 4- 50 T = time actually taken by individual (number of cards) or .7. For application, see rating of test 2. Frequently, accuracy is at a premium, and special emphasis is to be placed upon mistakes. This can be done by multiply ing E or the number of errors by 2, 3, 4, or whatever value the situation calls for. The general practice here is to count each error as one unit and each omission as one unit. The two equations formulated above can be applied to all tests in which time, quantity, and quality are the factors. Moreover, each equation can be easily converted from a time basis to a quantity basis, and vice versa. This is a great ad vantage in handling data obtained under varying circumstances. This method of rating may appear complex at the outset but a little practice will show it to be extremely simple and easy of application. It can be still further simplified by the use of tables.

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