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.

After a group of tests has been given and each test has been rated, the result is a collection of ratings which is often very confusing. It is quite necessary, from every point of view, to be able to express all these ratings in terms of a single rating for the entire group. This is sometimes done by adding to gether the results in each test, a procedure which is obviously fallacious, because each test may have a different value. The value of each test is determined by its index of correla tion. The tests for inspectors, for instance, were found to have correlations of plus .56 for 2, plus .63 for 6, and plus .72 for 8. Therefore, test 8 should be given more weight in the final result than 6, etc. The proportional value of each test may be approxi mately found by dividing each correlation by the sum of all the correlations. In the above instance this gives .30 for 2, .32 for 6, and .38 for 8. That is, test 2 is to count 30% of the total, test 6, 32%, and test 8, 38%, no matter what the record in each test is. Pro-rating is the process of applying a formula by which the rating in a group of tests can be combined in such a way as to give each rating its proportional value in the final result. If we use the results of the above analysis, and apply it to the inspectors’ test, we shall have the following formula: .30 X 2r + .32 X 6r + .38 X 8r = R, in which R is the final group rating, and 2r, 6r, and 8r the rating in each of the three tests. If our deduction has been correct, R should be 1.00 when each test has been done in reference time. E. g., .30 X 1.00 + .32 X 1.00 + .38 X 1.00 = 1.00. It is impossible to apply this formula to any ratings which are not computed on a standard basis similar to that described under the section on rating. It is also desirable to pro-rate tests in accordance with chang ing and special conditions. For instance, in the case of clerical tests, it may be necessary to place considerable emphasis on the arithmetical test, especially for ledger, statistical, and ac

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Table of contents

Download

Monograph

This page

Image fragment

Citation links

Citation recommendation