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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
Usage license:
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Chapter

Document type:
Monograph
Structure type:
Chapter
Title:
XVII. Prediction by combined scores
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

XVII 
PREDICTION BY COMBINED SCORES 
Total scores based on group comparisons. Weighting critical sections. Total 
scores based on the establishment of correlation. Multiple correlation co- 
efficient and multiple regression equation. Other methods of combining 
scores. 
WHEN the predictive values of scores in the various sepa- 
rate tests or other measuring instruments have been de- 
termined, the next step is to find the predictive value of com- 
bined scores in all of these measuring instruments. Since 
the valid tests will not all forecast vocational accomplish- 
ment with equal accuracy, they should be properly weighted 
in obtaining a combined score. This combined score should 
yield a more accurate prediction than the score in any one 
particular test. Such a total score eliminates opinion based 
only on general impressions of the combined significance of 
test scores, thus retaining the principle of objectivity. 
Here as in the preceding chapters the methods are treated 
under two headings: those to be used where group com- 
parisons have been made, and those to be used where cor- 
relations have been calculated. 
TOTAL SCORES BASED ON GROUP COMPARISONS 
Tests which have been evaluated by methods of group 
comparison and for which critical sections have been de- 
termined should be combined with reference to critical sec- 
tions and not to raw scores. To add raw scores would in- 
troduce an unintentional weighting unless correction were 
made for differences in values of means and standard devi- 
ations (see pages 206 ff). It would introduce in this case an 
additional error, inasmuch as critical sections are fixed with- 
20%
	        

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Procedures in Employment Psychology. Shaw, 1926.
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