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

QUESTIONNAIRES tional interest analysis given in Figure 15 (57, 58) illus- trates this point. The data of the questionnaire are easier to tabulate if the questionnaire is printed so that answers are in a column near the right-hand margin of the page. It is impossible to insure against falsification of answers, but the probability of obtaining the truth is increased by arranging the questions so that the most profitable direction of falsification is difficult to guess. The vocational interest questionnaire given above illustrates this point. This ques- tionnaire ordinarily reveals whether the applicant’s voca- tional interests are scientific, literary, social, solitary, out- door, indoor, professional, or commercial. If the vocations were grouped in this way instead of being in alphabetical or apparently haphazard order, the applicant would quickly suspect the purpose of the blank and would probably cen- sor his answers. The purpose of the questionnaire is best achieved by its present arrangement which prevents this purpose from being obvious. Any single questionnaire should be brief. If a great amount of information is wanted, the questions should be arranged in a series of questionnaires each covering a specific type of information. The worker may be given one questionnaire at a time in order not to overwhelm him by the mass of information required. OBTAINING THE DATA If the subjects of the investigation are applicants the ex- perimental questionnaires may be filled out by the applicant himself or by the interviewer for him. The former arrange- ment saves time, but unless the interviewer is accessible the applicant will not be able to have matters explained which puzzle him. Except in dealing with the most intelligent employees it is safest for the interviewer to check over the questionnaire with the applicant after it has been filled out. 140

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