Procedures in employment psychology

Bibliographic data

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:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: III. Criteria of vocational success

Collection:: Economics Books

CRITERIA OF VOCATIONAL SUCCESS wishes to measure the individual’s success in terms of abil- ity to get along in the world. The investigator must take into account such matters as the cost of living in the various localities in which the men are employed, the relative size of the budgets allowed to each department, and similar varia- bles. 7. Commissions and bonuses. Commissions and income from piece-work are more flexible indexes of occupational ability than salaries. With compensation on this basis a man’s income is usually proportional to his output. The investigator using this criterion will be confronted most forcibly with the problems of interest and uniform motiva- tion. Earnings should be averaged over a long period of time, and the cautions mentioned under “quantity and quality of output” should be observed. Bonuses when added to commissions exaggerate differences in ability but do not change the rank of workers in the criterion. 8. Length of service or stability on the job. The firm may meet with little difficulty in locating men who after instruction are capable of complying with the minimum requirements of vocational efficiency, but the turnover may be so great that the cost of training new men is an undue item of expense. The problem for the investigator then becomes one of measuring a certain stability of tempera- ment, or contentment in that type of occupation, as well as ability to do the required work. If he accepts the challenge to measure stability of temperament or to pre- dict contentment on the job in question, he must not use as subjects those who leave the company for reasons be- yond their control. The Scovill Manufacturing Company has used to excellent effect in its studies of employment tests for factory operatives the criterion of length of ser- vice. For the purposes of the research an unsuccessful employee is defined as one who leaves the company within six months of hiring for any reason other than lay off, death, or illness not connected with the occupation. An employee 30

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation