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 I. Psychological tests

Collection:: Economics Books

CLERKS 83 %ence. The actual correlation was plus fifty-five (prob able error four hundredths). This indicates that general nrtelligence or mental flexibility, while not absolutely necessary for all clerical work, tends on the whole to be an advantage. It will be remembered that inspectors to whom similar tests were given did very poor work, thus mdicating that intelligence of this kind was not at all necessary in their work. However, in clerical work, where tasks are frequently changed and where new directions are often given, a little intelligence will often make it possible for a clerk to fall into a given routine with much greater readiness than can a less intelligent clerk. Clerks lacking in technique may often compensate for their lack b y superior intelligence. As a result of this experiment, it was decided to give these tests, together with others which might be added from time to time, to all incoming clerks. One of the hrst candidates to be examined was a young woman who had recently been interviewed by one of the office heads, this candidate was so unprepossessing in appearance that in spite of signs testifying to her intelligence, the office read was in doubt as to the advisability of hiring her. ; t e therefore asked that the psychological tests be applied. his was done, and the young woman did remarkably ' Ve ll in every test. She was then hired, and proved her- ^ e lf so ready and capable, that it was decided to train er for the work of an office assistant. In six weeks she a d mastered the routine of four different kinds of work, his is a striking instance in which the testimony of the * ests belied the testimony of observation. As was stated the letter quoted in the beginning of the chapter, it is .frost impossible to tell, by merely observing and inter- Vl ewing a candidate, whether that candidate has the

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