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:: VI. Selection of examinations

Collection:: Economics Books

SELECTION OF EXAMINATIONS 77 What, then, are the characteristics of a good test? And where should the investigator search for suitable test materials? PRINCIPLES GOVERNING THE SELECTION AND CONSTRUCTION OF TESTS Objectivity. Foremost among the characteristics of a scientific test is that it yields objective measures. Opinion, individual judgment, and the personal equation of the examiner who gives or scores the test should be reduced to a minimum. Research procedure in vocational selection has for its purpose the provision of something better than mere hunches or unanalyzed general impressions as a basis for decisions and recommendations. The outstanding char- acteristic of the unscientific methods is their lack of ob- jectivity. An interviewer who relies on subjective impres- sions or indefinable intuitions is dependent upon his alert- ness, his previous experience, and his social sensitivity, He never knows when or how much he can trust his hunches. Moreover, interviewers differ widely in their ability to arrive at a fair estimate of an applicant through general impres- sion. Their judgments tend to be at variance because of personal prejudices, differences in ability to judge, and failure to agree upon the vital point most essential for the job. A few rare employment interviewers seem to be very successful although relying on their unanalyzed subjective impressions. But no business concern wishes to be depen- dent upon a rarely gifted person who cannot readily be re- placed. The purpose of the investigator is to bring to light the abilities and characteristics of a worker which the suc- cessful interviewer judges in the applicant, and to measure them accurately by a method which can then be used with equal success by any carefully trained examiner. For in- tuitive opinion he substitutes objective tests.

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