Procedures in employment psychology

Bibliographic data

Monograph

Identifikator:: 1741634059

URN:: urn:nbn:de:zbw-retromon-115551

Document type:: Monograph

Author:: Hog, Hermann http://d-nb.info/gnd/133486184; Arens, Richard

Title:: Die Preußische Gewerbesteuer

Edition:: 3., erg. u. verb. Aufl.

Place of publication:: Berlin

Publisher:: Heymann

Year of publication:: 1926

Scope:: VIII, 213 S.

Digitisation:: 2020

Collection:: Economics Books

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

EMPLOYMENT PSYCHOLOGY school or in a clerical position. There are abilities tapped by the examination which undoubtedly are components of relative success in a wide variety of activities and occupa- tions. Are these identities to be explained solely by the hypothesis that all these activities and occupations present situations which call out some of the very same specific abilities as the examination? Or is it better to assume that some one general ability is demanded in greater or smaller degree by all these situations? This question is a debatable one. Spearman and his fol- lowers, while insisting on the importance of specific abilities, hold that they have demonstrated the presence among these abilities of a general common factor. Indeed they main- tain that there is not only a single common factor, intelli- gence, determining in part our responses; but that other pervasive determinants can be distinguished and measured, such as character or perseverance. Output of energy is still another characteristic which seems to some psychologists to be general—to be, in other words, to some extent typical or characteristic of a person’s behavior irrespective of the direction of his activities. Psychologists in developing the most dependable measures of such characteristics as mental alertness, ability to learn, or general intelligence, have sought to assemble a wide sampling of varied tasks. They have included in their bat- tery those tests which correlate highly with the criterion selected, but which intercorrelate least with each other. In this way they have tried to reduce to a minimum the contri- bution to the final score made by the several specific abili- ties. They have aimed to disclose the more pervasive ten- dencies of adjustment, the more general ability. Some of them have called the ability measured by these tests, general intelligence. Others call it conceptual intelligence, or mem- tal alertness, or, merely, ability to do this kind of test! It is fortunate that the investigator in vocational selection does not have to wait until this controversy about general 0

Access restriction

Copyright

fullscreen: Procedures in employment psychology

Monograph

Table of contents

Download

Monograph

Chapter

This page

Image fragment

Citation links

Citation recommendation