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:: IX. Rating scales

Collection:: Economics Books

RATING SCALES 5 previous employers, or even by the applicant himself may be made an integral part of the employment process. The rating scale is seen to have its definite place in the investigation. Together with the more objective psycho- logical test and the perhaps less reliable questionnaire, it serves as a means of obtaining systematic information about the employee. Some of its inherent shortcomings may be diminished by an application of the practices about to be described. METHODS OF ESTIMATING ABILITIES Below are descriptions of some of the forms of rating scales and other devices which have been used as aids in recording estimates of abilities (55). In the first three of these forms each individual is compared with other mem- bers of the group. Order of merit. Considering each ability in turn, the judge ranks the men in order of merit, heading his list with the member of the group having the greatest amount of the ability in question and ending with the member having the least amount. Each man’s rank in the list is his rating. If the group is ranked by a number of judges, each man’s average rank in the ability is calculated. The names are then ranked in order of size of this average, which gives each man’s final rating in the ability. If the list of one of the judges is in- complete because he does not know some of the men well enough to pass judgment on them with reference to a certain ability, the investigator will have to obtain average ratings by resorting to one of a number of methods that have been developed to meet this situation (145,192). This form of man-to-man comparison is a brain-racking process, but there is a simple way of making the task less disagreeable. Each man’s name is written on a card. The judge sorts these cards into three groups, representing men X23

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