Procedures in employment psychology

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Monograph

Identifikator:: 173623112X

URN:: urn:nbn:de:zbw-retromon-112923

Document type:: Monograph

Author:: Bingham, Walter Van Dyke http://d-nb.info/gnd/123042593; Freyd, Max

Title:: Procedures in employment psychology

Place of publication:: Chicago & New York

Publisher:: Shaw

Year of publication:: 1926

Scope:: XI, 269 S

Digitisation:: 2020

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: VII. Psychological tests

Collection:: Economics Books

PSYCHOLOGICAL TESTS Gg A test which is scored in terms of the time required to complete a standard task is called a work limit test. A test which takes account of the amount of work done in a given time is called a time limit test. In this form a starting sig- nal and a stopping signal are given, and the performance is scored in terms of the amount accomplished (or the amount accomplished correctly) within the time allowed. In group testing only the second form is recommended, since it is not easy to time the individuals in a group sepa- rately. Some schemes have been devised for the purpose of adapting work limit tests to group procedure by timing the members of a group on a set task, or by directing the examinees to hand in their papers just as soon as they have finished, thus getting an approximate record of time used. These schemes are open to error and depend in part on the honesty of the persons tested. Restrictions on response. A classification of tests ac- cording to restrictions which the technique places on re- sponse is suggested by Thurstone (see below, page 96). TEST ITEMS The items of which the test is constructed should be rep- resentative samples of the type of behavior it is desired to measure. All superfluous items, all items which do not seem to measure just this ability, should be excluded, and those that are retained should furnish, as regards both variety and difficulty, a fair sampling of the ability or in- formation desired. Items which have only a temporary interest and are apt to become out of date should be avoided. A current information test soon becomes a historical test. All test items should be explicit and in the vocabulary of the men in the occupation. In each case there should be no doubt as to the right answer. Items calling for spoken responses have the disadvantage 0s

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