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 part, or by a small reproduction, but measure what seem to be the more elemental or fundamental psychological abili- ties required on the job. Even though at the present state of progress a psychologist may hesitate to state definitely just what ability is measured by a certain test and may find it difficult to name the abilities involved in a given voca- tional task, it is nevertheless true that he can describe cer- tain types of behavior which are apparent to every one and he can construct tests which call for the same or closely similar types of behavior. A great deal of confusion has been thrown about this matter by assuming that the abili- ties necessary to vocational success are subjective and that any test which fails to reproduce the internal situation can- not be a just measure of the ability. The investigator must not forget that what he seeks is an objective test whose measures bear a significant relationship to vocational suc- cess. He cannot claim that the test which he constructs by the analogy method actually measures the ability for which it is intended; but he may safely assume that a test so con- structed is more likely to correlate with the criterion of success than tests chosen at random. The random method does not rest upon observation or analysis of the occupation, but uses a large variety of tests chosen at random, in the hope that one or more of them will correlate with vocational success. This is a wasteful and feeble method. In the published examples of the use of this method, most of the tests which proved significant would have been chosen if the method of analogy had been used; that is, they were tests which bore an apparent rela- tionship to the job. Regarding this method, Hollingworth says (72, p. 113): It is not pretended that the test is a miniature of the work of such calling, nor that it is a fair sample of such work, nor even that it involves precisely the same mental functions that come into play in such work. The test records and ability in the par- ticular type of work show high positive correlation, which means that an individual who is good or medium or poor in the one is, Rr

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