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

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Title:: VIII. Psychological tests (concluded)

Collection:: Economics Books

PSYCHOLOGICAL TESTS ALTERNATIVE FORMS Alternative forms of a test are ordinarily indispensable in order to reduce the possibility of coaching or cheating. These forms should be equal in difficulty and should corre- late highly (over .95) with each other. The best procedure for devising alternative forms of a test is to divide a large list of acceptable items into several piles purely by chance. Then by preliminary trial their actual relative difficulty can be determined with precision. When a battery of tests is used, the forms may, for con- venience, be fastened together, or printed as a booklet. They should be arranged so that only one test appears at a time, the easiest tests at the beginning, and others following in order of difficulty. A very easy and interesting test may be included with no intention of scoring it but of using it merely as a shock absorber, to put the subject at ease when he begins. Tests which do not require timing may be placed at the end, then the booklet may be handed in when com- pleted. Instructions should specify that no one is to turn back to a preceding test. The construction of psychological tests for the measure- ment of abilities is a complicated matter calling for a high degree of ingenuity and sound judgment, as well as a fa- miliarity with the principles outlined in this chapter. No amount of foresight can anticipate all the complications which may upset a smooth-running test performance. The investigator will find it necessary to try out his tests on a few subjects before putting them in final form, in order to correct unforeseen obscurities or sources of misunderstand- ing in the directions or in the body of the test. Before treating of the problems arising in the administer- ing of tests of abilities, chapters will be devoted to an instru- ment for the systematized estimation (rather than measure- ment) of abilities—the rating scale, and to an instrument for gathering factual data—the questionnaire. 121

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