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:: I. The problem of selection of employees

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY If the new methods prove to be more efficient and are recommended for adoption, he installs them as a part of the employment procedure. He also assures himself from time to time that they are being used properly, and checks their predictive accuracy frequently in order to adjust them if necessary to changes in industrial demands or type of applicant. Not every research in vocational selection will require that all of these 11 steps be included in the program. The investigator will, however, be more apt to avoid pitfalls if he examines his outline of proposed procedure critically with each of these steps in mind, and assures himself that pro- vision has been made for every stage of investigation essen- tial to the sound progress of his particular study. We are primarily concerned with the scientific measure- ment of aptitudes for an occupation. The method outlined may also be used -in developing differentiating tests for placement. It can be used in distinguishing between several occupations which differ in the degree of difficulty of their work. The method may be employed, for example, in validating tests for placing office help at either typewriting, stenography, or secretarial work; or at filing or comptometer work. The examinations of which this manual treats in greatest detail are psychological tests. The accuracy with which a test measures an ability to succeed in a job varies with the extent to which it calls out the same or similar types of adjustments as the job. If there is a close relationship between test scores and success at the job, disturbing vari- ables being held constant, the assumption may be made that the relationship is caused by the fact that the two call out the same ability or abilities. A causal connection between two variables is merely the observed concomitant variation of the two. A causal rela- tionship between test performance and success at the job may be inferred if the correlation between them is high. Even this modicum of theory may be omitted. If the corre- Q

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