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:: III. Criteria of vocational success

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY exacting in its demands, and at the same time much fairer to the students than the old type of school examination. It has taken some years to develop the technique of con- structing the new-type examinations, but the result has been that those university departments which use them are now able to measure the relative success of their students more objectively and reliably. In so doing, they provide the investigator of educational personnel problems a vastly better criterion than he formerly had. When psychologists turned aside for a time from the devising of psychological tests for students, and developed this improved technique for measuring actual achievement in school work, they not only did a service to education, they made possible later advances in psychological research. So also in industrial research, time may be gained in the long run by pausing to develop good standard examinations of actual skill and accomplishment on the job. These are almost certain to provide the best single criterion of vocational success, where the records do not already furnish suitable measures of individual output. 5s. Accidents and loss due to breakage or claims. These are good criteria for use with persons who must handle materials which are fragile or easily lost. Freedom from accidents has also been used to measure success as a street-car motorman or taxicab driver. Such a criterion may be combined with measures of quality and quantity of output. 6. Salary. A man’s worth to a firm (and accordingly his vocational success) is apparently shown by the salary which that company is willing to pay him. Some oi the variables which tend to make this criterion unreliable are the employee’s length of service with the firm, his family relationship to some of the high executives, his ability to impress the management with his worth, his enterprise or his lack of tact in demanding a salary increase. Many of these variables need not be isolated if the investigator 28

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