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

CHOICE OF WORKERS TO BE STUDIED 57 should be kept strictly confidential. They should not be made available to employment interviewers or to supervisors who might attach unwarranted significance to them. It is standard practice in some factories such as those of the Gen- eral Electric Company, to tell an employee his score if he asks it, but to tell no one else without his permission. Only after validation of the test is complete, is use of it made in the employment office. The investigator has at this point chosen a number of workers representing different levels of vocational accom- plishment to serve as subjects for his study. He should go over the tentative list of abilities which is one result of his job analysis and make a further check of its correspondence with the criterion and with the subjects he has now chosen. When this has been done, he must consider the methods whereby these or other significant abilities may be measured in order to determine their relationship to the criterion of success. Our attention then turns to a consideration of the bases for choosing the measuring instruments whose relia- bility and value in forecasting success at the job are to be ascertained. r

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