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

EMPLOYMENT PSYCHOLOGY samples of the actual behavior involved, the selection or construction of tests by analogy is comparatively simple. Hollingworth gives four methods of test construction, in brief as follows: The method of the vocational miniature involves the re- production of the entire work or an important part of it on a small scale. Telephone operators, for example, have been examined by placing them before a miniature switchboard and requiring them to make calls and responses just as if they were before the standard apparatus. This method does not demand an analysis of the abilities necessary for success at the job, but if such an analysis had been made and such a test used, the test would be classifiable as one based on the psychological requirements for the job, since presumably the miniature apparatus measures these requirements in their totality. One difficulty with this method is the neces- sity for the construction of special apparatus. A source of error is that the miniature apparatus may require finer coordinations and adjustments than are demanded by the standard equipment. The sampling method selects an actual sample or piece of the work to be performed and measures the skill with which the applicant carries out the task. This method is identical with certain types of trade testing. It finds a ready use in testing office employees because of the adaptability of some of the office tasks to standardized test procedure. Such a standard task may also serve as a criterion for aptitude tests. In the analogy method, tests are used “which bear real or supposed resemblance to the sort of situation met by the worker in the given occupational activity. The material is new, but the attitude and endeavor of the worker seem to be much the same” (72, p. 111). This method makes use of the analyzed requirements for the job and attempts to devise measures for these specific requirements. The tests do not employ the apparatus of the job in its totality, in fo

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