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:: XVIII. Economic value of the examintions

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY angles. He must show, first, that the selective method he has devised has greater predictive accuracy than the meth- ods hitherto used in forecasting the vocational success of applicants. He must show, second, that when consideration is given both to cost of installation and operation of the selection methods and to increase in efficiency of operating departments resulting from selection of workers with higher vocational accomplishment, use of the new method will re- sult in a net economic saving. RELATIVE PREDICTIVE ACCURACY The methods of selection most commonly used in industry are of two sorts. They depend either on general impressions gained from application blank and personal interview or on the use of one of the many pseudoscientific methods of char- acter analysis. In either case it devolves upon the investi- gator to make an evaluation of the accuracy of prediction by these methods, employing the same rigorous procedure as in the evaluation of his own examinations, and using the same criterion of vocational accomplishment. Only under these conditions can a real comparison be made. If the interview is emphasized in the method of selection in use, the judgments of independent interviewers may be compared. In most instances the wide disagreement among interviewers will provide an opportunity for demonstrating the greater objectivity of tests. Wembridge (218) compared the validity of an intelligence test modeled upon Army Alpha and Beta with interviewers’ judgments of probable success. His subjects were several hundred machine operators in a clothing plant. The method of payment was that of piece rates with bonuses for a certain standard of quantity and quality. This standard was deter- mined by time studies and was applicable to all workers. The criterion of success was the percentage of this standard attained by the worker. The criterion and ratings by two 216

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