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 NEWLY HIRED VERSUS OLD EMPLOYEES Measurements of abilities may be evaluated by compar- ing them with the vocational accomplishment of seasoned employees, or by obtaining these measurements on new workers at the time of hiring, and postponing the valida- tion until their vocational accomplishment has been de- termined. Either method is justifiable, but there are sev- eral points in favor of the use of newly hired employees. The most important is that by examining the men at the time of application the influence of special training in the firm may be eliminated. The abilities measured will be those possessed by applicants on whom the tests will be used in future if they prove valid. In other words, the validation of the tests on new employees approaches nearer the situation under which the tests are eventually to be used. A second point is that the range of ability among applicants will be “greater than among old employees and this will tend to increase correlations of tests with the criterion and give a truer picture of the value of the tests. Indeed, in some occupations the elimination of the ill- adapted goes forward so persistently during the early weeks of training or of employment on the job that the body of experienced workers constitutes a highly selected group, much too uniform in ability to serve satisfactorily for an experiment in determining the correspondence between test performance and relative proficiency in the occupation. In the third place, foremen and managers frequently object to the disturbance and expense of taking men off their work to be tested. This objection does not hold with applicants at the time of hiring. Finally, there may be too few old employees on whom to validate the tests. If applicants are used, cases may be accumulated until sufficient data are at hand. The most important point in favor of testing old em- ployees is that the delay incident to the testing of new workers is avoided. It may require one or two years to S4.

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