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 as a mere matter of fact, also found to be good, medium, or poor in the other. Hence, without further analysis, the one may be used as the sign of the other. The statements contained in the last two sentences may apply with equal truth to any of the four methods of test construction. The correlation with vocational success is the final indication of the value of the test. Of the four methods just described, the one which has found widest use is that of building tests which call for operations analogous to the operations observed in the job. Even those who resort to the random method rarely choose their tests entirely by chance. Resemblance to vocational tasks. The preceding section dealt with the materials going into the test. The present section deals with the manner of presenting this material to the applicant so that he will want to do his best. The test situation ought to bear at least a superficial resemblance to the job for which it is intended, as regards its items and mode of presentation. If the analogy method has been em- ployed in developing or selecting the tests, they are apt to be immediately suggestive of the vocational task, but some- times the analogy is apparent only to the examiner. Diffi- culties arise if the applicant cannot see any relationship be- tween the tests he is required to undergo and the work for which he is applying. The usual written intelligence exam- ination seems childish and irrelevant to the business execu- tive. To forestall this objection, the Bureau of Personnel Research of Carnegie Institute of Technology devised in 1922 a test for use with business executives (58a). The content of this test is taken from commerce and finance, but its form is that of the usual intelligence tests. With groups of business men, such a test correlates highly with, and is a useful substitute for, an intelligence test of the ordinary type. Reluctance of the applicant to take the tests may be avoided by providing the motivation in the title, the direc- Q2

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Chapter

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation