Procedures in employment psychology

Bibliographic data

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:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: VIII. Psychological tests (concluded)

Collection:: Economics Books

PSYCHOLOGICAL TESTS ; as it is supposed to compensate for the effect of guessing. If a person goes through the test and indicates his answers at random, or by guessing, about half of the answers will be correct. If the number wrong is subtracted from the number right, his score will be zero. Those solutions which represent mere guesses cancel each other. In theory this method of scoring eliminates the factor of guesswork. It is true that by guessing, a score of zero on this basis will be more probable than any other score, but the majority of scores obtained by guesswork will not be zero, just as in a normal distribution curve although the modal score is the most probable score, most persons do not make this score. The chief recourse is to increase the number of items. The greater the number of items in a two-choice test, the more restricted the range of scores that can be obtained purely by guessing as compared with scores representing knowledge. Several experimental studies of this method of scoring have been made. Ruch and Stoddard (15 5) and Paterson and Langlie (131) both discovered that the R-W method of scoring was less reliable than R alone. Wood (223) found that the validity of R-W was greater than R alone in four out of five examinations when the number of items in the examination was above fifty. Thurstone gives an exact method of arriving at a proper weighting of right and wrong answers. (See page 187.) Another method of scoring is the difference between true values and guesses or estimates which the subject is re- quired to make. The number of times a standardized prompting must be given in order to make the individual carry on the task to its successful completion has been used. Various ratios may be treated as scores, such as the ratio of an estimate to the true value, the ratio of one score to another, or the ratio of scores in one part of a test to scores in another part. XX

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation