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Procedures in employment psychology

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fullscreen: Procedures in employment psychology

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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Chapter

Document type:
Monograph
Structure type:
Chapter
Title:
XIV. Validation of the measuring instruments (concluded)
Collection:
Economics Books

Contents

Table of contents

  • Procedures in employment psychology
  • Title page
  • Contents
  • I. The problem of selection of employees
  • II. Job analysis
  • III. Criteria of vocational success
  • IV. Choice of workers to be studied
  • V. Analysis of the worker
  • VI. Selection of examinations
  • VII. Psychological tests
  • VIII. Psychological tests (concluded)
  • IX. Rating scales
  • X. Rating scales (concluded)
  • XI. Questionnaires: The personal history record and the interest analysis
  • XII. Test administration
  • XIII. Validation of the measuring instruments
  • XIV. Validation of the measuring instruments (concluded)
  • XV. Prediction of vocational success
  • XVI. Prediction of vocational success (concluded)
  • XVII. Prediction by combined scores
  • XVIII. Economic value of the examintions
  • XIX. The examinations at work
  • Index

Full text

EMPLOYMENT PSYCHOLOGY 
where a, b, ¢, and d are the numbers of measures in each of 
the four quadrants. This formula is given by Kelley (86, p. 
259) in other symbols as the product-moment correlation 
between two point distributions. 
Formula 21 may be used when there are two answers to a 
test or question, and when the criterion of vocational accom- 
plishment divides the subjects into only two groups: suc- 
cesses and failures. 
Pearson biserial r (86, p. 245) may be obtained when one 
variate is both quantitative and continuous, while the other, 
though actually quantitative, admits of only two subdi- 
visions, or, more technically, is dichotomous. Biserial 7 
comes into use when the test scores are continuous, while the 
criterion is in terms of success and failure, or those leaving 
the firm and those remaining, and so forth. When for the 
purpose of making group comparisons two distribution 
curves are drawn representing scores of each of these dichot- 
omies in a certain test, biserial » may be computed as an 
additional index of the validity of the test. 
The formula for biserial 7 is as follows: 
(22) ye (M,— My) Pq 
a2 
If the continuous series is represented by x and the dichoto- 
mous by 3, then in the above formula 3, is the mean of the 
x scores made by those in the first y category and p the pro- 
portion of cases in this category, J, the mean of the x scores 
made by those in the second y category and gq the proportion 
of cases in this category, ¢ the standard deviation of the 
total x distribution, and z the height of the ordinate at the 
point of truncation of the normal distribution, cutting off p 
proportion of cases. Some values of z are given in Table 1. 
An illustration of the computation of biserial 7 is given in 
Figure 22, 
Ruml (159) shows an application of this formula to the 
process of setting critical scores and to the determination of 
a degree of vocational competence which will correlate most 
182
	        

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