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:: X. Rating scales (concluded)

Collection:: Economics Books

RATING SCALES : An arbitrary value of 5 is given to all ratings in the upper 10%, 4 to the next 20%, 3 to the next 40%, 2 to the next 20%, and 1 to the lowest 10%. In this way each judgment is expressed by comparison with the total, and the tendency of any judge to underrate or overrate the group as a whole is counteracted. In obtaining average or total ratings these values are substituted for the original ratings. Other and more refined methods are available, such as expressing each rating as a deviation from the average rating given by the judge, with the standard deviation of that judge’s ratings as a unit. These statistical refinements should be avoided when the groups are small, and should be used only when the same group of men is rated by several judges. When considering numerical ratings it is easy to lose sight of the fact that they represent only relative standings unless the zero point of the scale has been accurately deter- mined. That A receives a rating of 25 and B a rating of 50 does not indicate that B is twice as able as A unless the scale has been so constructed that a score of o represents just not any of the ability, and the units of the scale are equal to each other. In an experiment in selection it is not necessary to make an accurate calculation of this zero point, since relative position is our only objective. When deter- mining the validity of the scale, a score is interpreted in terms of the probable success of a person making the score. It may be found that the above ratings indicated that B’s chances of success are twice as great as A’s. This matter will be discussed in Chapters XV and XVI. To evaluate the analysis of abilities incorporated into a rating scale, the ratings on these abilities may be compared statistically with the criterion of success, in the same man- ner as test scores. The statistical procedure involved is de- scribed in Chapters XIII and XIV. If the ratings on an ability for which a test cannot be constructed correlate closely with the criterion of success, the rating scale may be used as a part of the selection I47

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