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

8 4 EMPLOYMENT PSYCHOLOGY proper ability and technique required by clerical work; and it needs some more searching and impersonal method to get at these very desirable facts. In the case just discussed, superficial appearance and a personal impression might easily have meant the loss of a very desirable worker. At the time of this writing, nine hundred and thirty- five clerks had been selected on the basis of these tests or similar tests developed in the course of subsequent ex periments. The results of these selections were carefully followed up and recorded on the form containing the record of the applicant in the tests (see Appendix). It will be seen, by reference to this form, that provision is made for a periodic follow up, at the end of the clerk’s first, second, third, and sixth months of employment and finally, at the expiration of a year’s work. The results of this follow up showed very clearly that the tests were an aid in the selection of clerks. The great difficulty, however, in finding the true value of the results was the fact that the estimate had to be based upon the personal opinions of a large number of different office and section heads. This brought into the situation the very defects which the psychological method seeks to avoid, the prejudices and variations of the human equation. For instance, the person following up the results of certain selections might come to an office head and ask: “How is Miss getting along?” “Oh, she’s no good at all,” might be the answer; “What did she do in the tests?” It may happen, and it frequently does, that the particular clerk in question has done well in the tests, and the examiner is then called upon either to justify his selection or admit his mistake. Now in many cases of this kind, the mistake has been found to lie with the per sonal opinion of the office head, and later events have

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