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:: XII. Test administration

Collection:: Economics Books

TEST ADMINISTRATION not to tell others about the tests, because when their turn comes to be tested they will then come already prepared and will be able to score higher than he did. The examiner will, however, be under no illusions as to the effectiveness of these injunctions. He must make provision through alternative forms or otherwise, for control of this complicating factor of fore-knowledge. In general these remarks hold good for group testing also. The examiner will be on the alert to prevent cheating, but should not exercise such conspicuous supervision as to cause nervousness. He should make the usual announcement, warning all against allowing their neighbors to see their papers, lest they lower their own relative standing. No talking is permitted during a test, but there may be a brief period of relaxation between tests. Not more than an hour at a time should be given to test- ing, unless the subjects cannot be brought together again. Workers often request the examiner to give them their scores or to tell them their weak points. A policy in this regard should be adopted and adhered to. It is safest to tell the score to no one but the person examined, and then only if data enough are at hand to enable the examiner to state the score in terms of relative rank, such as “in the top quar- ter” or “in the lower half.” If it is impossible or inadvisable to give out any test scores, one answer to the request is that the whole investigation is as yet in the experimental stage, and the individual’s score is not significant until standards of comparison have been secured. The ground for such an answer should have been prepared in the introductory talk. When the data are gathered, not by examining employees already on the job but by giving the examination to new employees at time of hiring, many of the inconveniences and difficulties here listed are not encountered. On this acount some industries have preferred to use such a procedure in spite of the fact that several years may be required for the accumulation of a sufficient number of cases and suffi- ciently reliable criteria of actual success on the job. 161

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