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 psychologists to devise tests for definite abilities. It does not enable the investigator to separate the wheat from the chaff in his series of tests. It leaves room for grave doubts whether the tests are responsible for any improvement that is observed. Correct scientific procedure requires that each test be validated separately on individual workmen of known vocational efficiency. Group criteria become sec- ondary and may be used later to demonstrate to the manage- ment the economic savings effected by use of the tests. The choice of a criterion of occupational success will vary with the use to which it is to be put as well as with the extent and dependability of available records. Mea- sures of output are by all odds the best criterion if the worker’s output is conditioned mainly by his own ability and persistence, and not by factors outside of his control. Time required to learn the job is a good criterion where training is expensive. Length of service, as expressed in terms of ability and willingness to hold down the job for at least six months (or some other suitable period) is a clear-cut criterion of success which has proved extremely useful in selection studies. In jobs where high proficiency is essential, the worker’s measured performance in a well- standardized trade test or searching proficiency examina- tion is the best gage of his actual ability. Ratings or super- visor’s estimates of relative success are, on the other hand, the least dependable of criteria, to which recourse will be had reluctantly, and only when the management cannot provide a more reliable and objective measure of occupa- tional accomplishment. When the criterion or criteria have been selected and have been approved by the executive most interested in the installation of the tests, the next step is the selection, on the basis of these vocational criteria, of men to serve as subjects for the investigation. 48

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