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

CRITERIA OF VOCATIONAL SUCCESS 4° ticular occupation but because it considers that occupation as a source of supply for men for more important jobs, the investigator must consider the abilities of these men with reference to these more important jobs rather than to the source-of-supply job. This situation is illustrated where men are required to spend a certain amount of time as shop workmen in preparation for positions as minor execu- tives, personnel men, salesmen, or designers. 10. Degree of responsibility. Another criterion is the responsibility which the men are required to shoulder. This may be measured in terms of the number of subordinates they have, the value of the product they handle, or, more particularly, the nature of the supervision they are required to give. 11. Membership in professional societies. Membership in professional societies, entrance to which is based on merit, is a legitimate criterion of success. This should in- clude local organizations as well as the national engineer- ing societies, honorary fraternities, and mention in “Wko’s Who” or “American Men of Science.” 12. Trade status. If a classification of workers into levels of skill is recognized by the unions or by the manage- ment, these gradations of trade status may be used as a criterion. The best example of the use of this criterion is in the validation of the trade tests developed by the United States Army during the World War, when groups of men known by their employers or fellow-tradesmen to be nov- ices, apprentices, journeymen, or experts in the trade in question were chosen to serve as subjects in determining the diagnostic or differentiating value of each item in the proposed trade test. 13. Ratings. Ratings may be made by immediate su- periors, by teachers in corporation schools, or by fellow workmen. Because ratings are less objective and reliable than most of the preceding measures of success, they should not be used if these others are to be obtained. The whole x}

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