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

Structure type:: Chapter

Title:: VI. Selection of examinations

Collection:: Economics Books

SELECTION OF EXAMINATIONS examiners. The test so administered becomes an unreliable measure of the ability in question. The material of which the test is composed, the conditions under which it is given, the directions, the fore-exercises, the time limits, and the method of scoring do not vary in a reliable test. The pro- cedure depends as little as possible upon the skill of the examiner, and the whole matter proceeds almost automati- cally. This principle applies also to rating scales and ques- tionnaires. The investigator should aim at maximum reliability in the construction of his tests and should find out just how reliable or unreliable they really are as instruments for measuring the abilities they purport to measure. Mathe- matical procedures for determining reliability are outlined in Chapter XIII. Simplicity. Other things being equal, the simpler test is the more desirable. A test requiring no complicated appara- tus or involved technique has these advantages: It is inex- pensive to construct; it requires less time to administer; it does not demand as much technical training of the exam- iner; it does not frighten the applicant. One advantage of an employment test is that it gives immediately a prognosis of ability which otherwise would require months on the job to disclose. The test record should have the practical advantage that it is much easier to obtain than the criterion. Simplicity should, therefore, be constantly before the investigator as a desired characteristic in his tests. Analogy of test and ability to be measured. The investi- gator may wisely be guided in his selection of test materials by their apparent relationship to the abilities required for success. It is impossible to say in advance whether or not a certain test measures a certain vocational ability. It is probable, however, that a test which seems to measure that ability will be more valid than one which seems to bear no resemblance to it. If the abilities have been analyzed into 70

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