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 certain point about this procedure is that nothing is known of the tested ability of the proved failures. They might make the same scores as the experts! No differentiation in test performance between experts and failures is proved. We may then conclude that the best way to choose sub- jects for testing is to select workers already known to be competent or incompetent, provided the extremes of ability as well as the middle ranges are available in sufficient num- bers, and provided the group is in other respects sufficiently homogeneous, or sufficiently large to make possible a statis- tical control of disturbing variables. Where the number of experienced employees is too few, or too uniform in ability to yield a sufficient range in the criterion of vocational success, measurement of new workers at the time of employment is indicated. Except for the disadvantage of protracting the investigation, this procedure will commend itself for the reasons already stated. Applicants should be hired for experimental pur- poses regardless of their test scores. GENERAL CONSIDERATIONS No man should take the tests under compulsion. If any- one fails to respond to persuasion, the investigator will do well to let the matter rest. When the Jthers have been tested, the obstinate person is apt to ask for an examination. Any person should be rejected as a subject who is already familiar with the tests or other measuring instruments. Occasionally a supervisor or other minor executive whose men are being examined will ask that he also be given an examination. The investigator will find it advisable to re- fuse all special requests, with the explanation that since the tests are still in the experimental stage and nothing is definitely known of their value, the scores will be meaning- less. The scores made by individual workers during the experi- mental period of test development and standardization 56

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