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:: XI. Questionnaires: The personal history record and the interest analysis

Collection:: Economics Books

141 EMPLOYMENT PSYCHOLOGY formance; of a rating scale, an expression of opinion; and of a questionnaire, a statement of fact. In an investigation of the sort we are describing, the main purpose of the questionnaire is to gather information for validation regarding the individual’s personal and family history, his health and habits, and those elements of his social environment, interests, tastes, motives, and person- ality, for the measurement of which tests or rating scales are not adaptable. Much of this material will be available to the investigator on the regular application blanks of the company, but a thorough study usually demands that infor- mation be obtained in greater detail, and with a broader selection of questions. The questionnaires used in research will differ only in length from the ones later used in actual selection of em- ployees. They must be made to include all possibly sig- nificant items, or a sufficiently large number of items. It is too much to expect that more than a minor fraction of these items will show a significant correlation with the criterion of success. The number of items should, therefore, be large enough to allow for this shrinkage and still leave an abun- dance of valid items to include in the employment question- naires developed as a result of this investigation. The same point holds with reference to the number of sources from which information is sought. The research questionnaires may be devised for filling out by the appli- cant or employee himself, by the interviewer, by the em- ployee’s references, by fellow-workers or supervisors, by the medical examiner, and by an investigator who obtains the data from company records or other sources. When the material has been validated and the question- naires condensed to include only significant questions, the information can be obtained for employment purposes from more limited sources: From the applicant himself at the interview, from the applicant’s references, and from the Lh

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