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Procedures in employment psychology

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fullscreen: Procedures in employment psychology

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:
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Chapter

Document type:
Monograph
Structure type:
Chapter
Title:
III. Criteria of vocational success
Collection:
Economics Books

Contents

Table of contents

  • Procedures in employment psychology
  • Title page
  • Contents
  • I. The problem of selection of employees
  • II. Job analysis
  • III. Criteria of vocational success
  • IV. Choice of workers to be studied
  • V. Analysis of the worker
  • VI. Selection of examinations
  • VII. Psychological tests
  • VIII. Psychological tests (concluded)
  • IX. Rating scales
  • X. Rating scales (concluded)
  • XI. Questionnaires: The personal history record and the interest analysis
  • XII. Test administration
  • XIII. Validation of the measuring instruments
  • XIV. Validation of the measuring instruments (concluded)
  • XV. Prediction of vocational success
  • XVI. Prediction of vocational success (concluded)
  • XVII. Prediction by combined scores
  • XVIII. Economic value of the examintions
  • XIX. The examinations at work
  • Index

Full text

CRITERIA OF VOCATIONAL SUCCESS 43 
of them should not be combined or averaged. The series 
of measures will have to be adjusted before averaging in 
order to avoid giving undue weight to any one of the criteria. 
The investigator may weight each of the contributing cri- 
teria in accordance with its importance as he judges it. 
Statistical precautions to be borne in mind are discussed 
in Chapter XVII. 
A test may predict one sort of vocational accomplish- 
ment and not another. Hence, when more than one cri- 
terion is available, the better procedure is to correlate the 
tests with each of the several criteria independently. If the 
criteria are themselves not closely related, the probability of 
finding a high correlation between a test and a criterion is 
increased. If several criteria are used independently it will 
be necessary to make for each of them a list of essential 
abilities before constructing tests. 
The care demanded in the choice of a criterion of success 
is well demonstrated in Snow’s study of tests for the selec- 
tion of taxicab chauffeurs (170). His problem was to cut 
down the number of accidents by devising tests that would 
predict relative freedom from accidents. So he turned to 
the accident record for his criterion. He found that acci- 
dents could be classified according to the following types: 
1. A type due to recklessness. (In this article we distinguish 
between carelessness and recklessness. Carelessness is a general 
word; it implies a lack of care for one reason or another, such as 
driving without the brakes in proper condition. But recklessness 
connotes a more or less deliberate lack of care. It is the type of 
behavior for which we tend to say there is no excuse.) The reck- 
less accident is one such as is caused by speeding, passing traffic 
lights, or running on the left side of the street. 
2. A type due to carelessness. This is one which results, for 
example, when the driver goes out with a car which has a faulty 
steering apparatus or too much play in the wheels. He does not 
do so deliberately, but merely does not take the pains to learn the 
condition of his car. 
3. A type due to emotional instability. This is the type of 
accident in which another car suddenly careens around the corner. 
The driver could avoid an accident by immediately applying the 
3% 
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Procedures in Employment Psychology. Shaw, 1926.
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