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Procedures in employment psychology

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fullscreen: Procedures in employment psychology

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
Usage license:
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Chapter

Document type:
Monograph
Structure type:
Chapter
Title:
VII. Psychological tests
Collection:
Economics Books

Contents

Table of contents

  • Procedures in employment psychology
  • Title page
  • Contents
  • I. The problem of selection of employees
  • II. Job analysis
  • III. Criteria of vocational success
  • IV. Choice of workers to be studied
  • V. Analysis of the worker
  • VI. Selection of examinations
  • VII. Psychological tests
  • VIII. Psychological tests (concluded)
  • IX. Rating scales
  • X. Rating scales (concluded)
  • XI. Questionnaires: The personal history record and the interest analysis
  • XII. Test administration
  • XIII. Validation of the measuring instruments
  • XIV. Validation of the measuring instruments (concluded)
  • XV. Prediction of vocational success
  • XVI. Prediction of vocational success (concluded)
  • XVII. Prediction by combined scores
  • XVIII. Economic value of the examintions
  • XIX. The examinations at work
  • Index

Full text

PSYCHOLOGICAL TESTS 
2. Imposed by location of answer on page, and by con- 
text 
3. Imposed by number of available responses provided 
(a) Multiple choice 
(6) Two choice 
The free response or essay type of examination places no 
limitations on the kind or length of response which may be 
made. An example is the ordinary school examination ques- 
tion commencing: “Discuss the development of . . . .” 
Such a question consumes a great deal of time in answering 
and is very difficult to score. Even at best it cannot be 
scored as objectively as some of the other forms. It may be 
valuable in selecting secretaries who can write good, clear 
English, or in sampling ability to organize one’s knowledge 
for logical and effective written presentation. In the oral 
trade test the response is free but the answer is scored as 
correct if a certain crucial word is used in the response. 
Three common types of items calling for constrained re- 
sponses may be distinguished, varying from the least con- 
strained to the greatest. 
Some questions are so worded as to require the answer in 
certain definite units or to place other limitations on the re- 
sponse. In the question: “How far is it from New York to 
Chicago?” no constraint is placed on the response; but if the 
question is worded: “How many miles is it from New York 
to Chicago?” constraint is placed on the response by requir- 
ing it to be in miles. In the free association test the person 
is given a stimulus word and told to write or speak as 
quickly as he can the first word it suggests to him. No con- 
straint is placed on his response. But in the controlled as- 
sociation test the directions require the person to give a 
certain sort of reply, such as the opposite of each stimulus 
word. 
In the form of controlled association test known as the 
“completion test,” the stimulus is a sentence with one or 
more words missing, to be supplied. Variants of this form 
07
	        

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Procedures in Employment Psychology. Shaw, 1926.
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