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

EMPLOYMENT PSYCHOLOGY The Scovill Manufacturing Company of Waterbury, Con- necticut, adopted such a policy in standardizing and evaluat- ing its general mental alertness test for factory operatives, many of whom cannot read or write English. The test is given to all new employees at time of hiring. In January, 1926, this investigation had been under way for more than two years, and sufficient data had been accumulated to yield significant critical scores in scarcely a fifth of the depart- ments being studied. In only three of these were the test standards as yet being actually used in employment of new workers, namely, apprentice toolmakers, apprentice electri- cians, and operatives in one department. The results of the actual use of the test in these groups were sufficiently clear- cut, and the management already felt well repaid for the in- vestment made in developing and evaluating the tests. Not only were those employees who were selected on the new basis proving to be superior; the firm was getting a larger number and a higher type of applicants for the jobs where it was becoming known that selection rested on the appli- cant’s performance rather than on the personal estimate or favor of a foreman. Six months later, the investigation had progressed to the stage where sufficient data had been se- cured in more than 60 occupations, and standards for selec- tion and placement in these occupations had been deter- mined for use of the employment department. Such are the objectives which a farsighted examiner keeps before him. We may now assume that the investigator has gathered all his data. He has chosen a group of men who represent vari- ous degrees of success in the vocation in question. He has obtained a variety of measurements and estimates of their abilities by specially constructed tests, questionnaires, and rating scales. The following chapter deals with the next step, the comparison of these measurements with the criter- ion of vocational success for the purpose of determining which measuring instruments differentiate sufficiently be- tween degrees of vocational accomplishment to justify their use in employment. 162

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