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:: X. Rating scales (concluded)

Collection:: Economics Books

: EMPLOYMENT PSYCHOLOGY ability have the same form of distribution as precise mea- surements of that ability in the same group of people, is insufficient evidence for concluding that ratings and mea- surements are correlated. With a large number of cases a spotty distribution indi- cates that certain portions of the scale are being neglected by raters, or that the steps on the scale are not of equal value. This matter of equalizing the steps on the rating scale involves considerable labor, and is usually omitted ex- cept for very refined work (67). If the scores on the rating scales are transmuted into ranks, nothing is lost by inequali- ties of steps on the rating scale. Spread of distribution is a fifth basis for comparison of rating methods. This is an important factor, since sufficient discrimination between abilities is necessary in order to compute correlation coefficients and to distinguish between one man’s ability and another’s. The greater the spread, however, the greater the gross error of any single rating. Absence of %alo effect is a sixth criterion. Halo effect is the tendency for the judge to be influenced in his ratings on a specific ability by a general attitude toward the person he is rating. If the judge likes the person, he tends to rate him high in all favorable abilities; if he dislikes him, he tends to rate him low in all favorable abilities. Such poor discrimi- nation on the part of judges results in high correlations be- tween ratings on unrelated abilities. Thorndike reports correlations of 4.58 between intelligence and leadership, + .51 between intelligence and physique, and --.64 between intelligence and character, when one judge rated 137 avia- tion cadets on the Army Scale (189). He also reports an average correlation of --.67 between general ability for officer work and so highly specialized an ability as flying ability, when the same men were rated by eight judges. The average rater will not rid himself of this bias and exer- cise his analytical powers unless the scale itself aids him to do so; consequently the absence of halo may be con- 134

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation