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.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

A FIRST EXPERIMENT 33 est in the second test was eighth in production, and the girl who was second was fifth in production, etc. There may be a difference all along the line, showing that there was a lack of agreement or a low correlation between the performance of the girls in this test and their performance at their regular work. In every case, the degree of agreement or correlation between tests and production is determined, not by guess work, but with mathematical exactness, by means of the method already described and certain simple formulae dis cussed in the Appendix under the heading Correlations . It would be too cumbersome to go into further details on this subject here. Suffice it that the degree of correspond ence between two sets of rankings, the ranks of a group °f subjects in production and their ranks in a given test, can vary between plus i.oo and minus i.oo. Plus i.oo is a perfect correlation. Minus i.oo is an absolutely negative correlation. Plus .70 or .60 is considered good for shop and factory conditions. A test which, under factory conditions, shows a correlation with production °f .40 or more is considered a valuable or a significant test. The method of computing the value of tests just de scribed was applied carefully to each of the tests given in this experiment with the following results: Table of Correlations Card sorting 5® Tapping x 4 Cancellation ^3 Easy directions x 4 Number group checking 7 2 Accuracy 3 8 Steadiness 2 4

Access restriction

Copyright

fullscreen: Employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation