Procedures in employment psychology

Bibliographic data

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

Usage license:: Get license information via the feedback formular.

Chapter

Document type:: Monograph

Structure type:: Chapter

Title:: VI. Selection of examinations

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY Objectivity is more readily attainable in tests for routine work and for ability to learn than for measures of social characteristics and such intangible abilities as resourceful- ness and originality. It is not contended that employment procedure can dispense with subjective estimates and im- pressions, particularly with reference to the typical emo- tional tendencies which are grouped under the broad cate- gories of personality and character. It is maintained, how- ever, that wherever objective measures can be made, they are more uniform and dependable. Such measures of a person’s likes and dislikes and of his tact, energy, seli- control, and honesty in selected situations, are conceivable. Reliability. Measures must be not only objective but reliable. Thus, an interviewer who has asked an applicant about her training and experience can make a subjective estimate of her probable ability to learn to operate a comp- tometer. If, knowing that she must have some arithmetical ability, he gives her some problems to do, he gets an ob- jective measure of that ability, but not a very reliable one unless the problems have been well selected, previously graded as to difficulty, timed, and standardized. An Edison questionnaire may be an objective measure of range of in- formation, but it is certainly a very unreliable one. What are the characteristics of a test which is at once objective and reliable? A reliable test when repeated on a representative group of people after a period in which they have had equal prac- tice in the ability (or no practice) should yield measures which preserve the same relationships between them. In other words, the test correlates highly with itself. More- over, the measurements obtained with it by different exam- iners are the same, provided they adhere strictly to a uni- form procedure. Of course, if one examiner varies from the standard practice by giving more specific instructions to the applicant or by allowing him more time to work on the test, the results cannot be compared with those obtained by other ~8

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation