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

Usage license:: Get license information via the feedback formular.

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Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

APPLYING THE RESULTS 41 most needed. And yet it would have been even more difficult for the employment manager than for the foreman to detect this lack. As an operator on some other job, this girl would undoubtedly have been an exceptional success; but as an inspector she was an evident misfit. One girl was so nervous when she appeared for exami nation that it did not seem possible that she could have the qualities required by the exacting work of inspection. Her nervousness, according to the shop instructor who brought her, was not due to fright but was chronic. This subject was absolutely helpless in the tests for steadiness a nd accuracy. However, her time in the number group checking test and in the cancellation test (numbers 8 and 6) Wa s considerably faster, that is to say better, than the maximum. This girl, it was later found, was the eighteenth best inspector among the 58 examined. (It will be re membered that the accuracy and steadiness tests were not found significant for this work, while tests numbers 8 and 6 showed the highest correlations.) The instructor who supervised the work of these girls expressed her mability to understand the success of this particular girl. “She’s a reliable girl”, was her only explanation. But so were many less successful girls, and besides, her r ank as a worker was not based on mere steadiness but on s peed as well. This also goes to show how misleading a more superficial observation of a person’s qualifications may be, even though the observer be one whose business is to pass judgment on those qualifications, as in the case °f the instructor just mentioned. Another case was that of a girl who was exceptionally S°°d in the steadiness and accuracy tests but who was considerably beyond the maximum time in tests num bers 8 and 6. This subject was a good, quiet worker,

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