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:: IV. Choice of workers to be studied

Collection:: Economics Books

: EMPLOYMENT PSYCHOLOGY ination and should not be allowed to intrude itself on tests for special abilities. The most general sensory disturbances with which the investigator will have to deal are those relating to vision and hearing. The job specifications will inform the examiner of the occupational demands in the sensory field. If he is testing applicants he will not waste his time testing those who fall short of this standard. If he is testing employees, it might be presumed that all will come up to the standard. But this is a hazardous assumption. Even in some well- equipped personnel departments the data obtained regard- ing the visual acuity of applicants are inadequate. Some industrial physicians do not record corrected vision but measure only the acuity of the unaided eye. The informa- tion they do record is indispensable as a precaution against fraudulent claims for subsequent injury to eyesight. But what the employment manager wants to know is, how clearly the worker can see with the glasses he ordinarily wears. He also wants to know how well the worker can see without eye-strain, not at 20 feet, but at working dis- tance from his blue-print, drill press, micrometer, or draft- ing board, and under conditions of illumination similar to those prevailing on the job. If information of this char- acter is not already available, the investigator will ordinarily do well to see that it is obtained. He may find that differ- ences in keenness of vision, hearing, touch, or muscular sensitivity have much to do with relative achievement on the job in question. On one factory job where 140 young women are tending noisy machines, about 8o are seasoned and successful opera- tors. In the top quarter of this group, 50% of the girls have better than normal vision in both eyes; in the lower quarter, only 6%. And yet on casual inspection there is nothing to indicate that on this job more than on the great majority of factory operations, superior vision would con- tribute greatly to an experienced worker’s higher average earnings and output. 32

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