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:: X. Rating scales (concluded)

Collection:: Economics Books

RATING SCALES 175 sidered a point in favor of a rating scale. With several judges rating the same men, the scale which shows the highest correlation between obviously unrelated abilities may be considered the weakest. A seventh criterion, mentioned by Plant (140), is as fol- lows: Present a person with a list of his acquaintances, and with a set of ratings on one of the men in the list. Ask him to indicate which of the men is the one to whom the ratings apply. That scale is best which yields the most easily iden- tified ratings. Non-statistical points to be kept in mind when choosing a rating scale are simplicity, brevity, convenience, clearness of directions, time required for completing the rating, agree- ableness of the rating task, universality of the scale, and ease of scoring. The graphic rating method is at present the most popu- lar. By the use of this method judges agree closely among themselves in rating the same men, and judgments are con- sistent when repeated after a long time interval. It is simple and easy to grasp, easily filled out and scored, frees the rater from direct quantitative terms, and makes the degree of the ability concrete. Finally, it has been found to be more interesting to use, as well as convenient and reliable. HOW TO MAKE A GRAPHIC RATING SCALE The tendency in the evolution of graphic rating scales has been toward the adoption of the practices recommended be- low. The superiority of these practices has not in all cases been demonstrated experimentally, and much research is still needed in order to develop the most reliable as well as the most convenient forms of scales. It will help the rater if each scale is prefaced by a de- scription of the ability in question. It is important that this description be in terms of be- havior rather than of mental qualities. The more con- TRE

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