Procedures in employment psychology

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Monograph

Identifikator:: 1782566376

URN:: urn:nbn:de:zbw-retromon-169787

Document type:: Monograph

Author:: Rörig, Fritz http://d-nb.info/gnd/116593113

Title:: Hansische Beiträge zur deutschen Wirtschaftsgeschichte

Place of publication:: Breslau

Publisher:: Hirt

Year of publication:: 1928

Scope:: 284 S.; Kt.

Digitisation:: 2022

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: V. Die Hanse und die nordischen Länder

Collection:: Economics Books

EMPLOYMENT PSYCHOLOGY It has been customary to draw various lines of distinction between psychological tests and psychological experiments. Some of these distinctions have broken down in practice. It is not strictly correct to state that a test dispenses with the typical precautions in control of conditions deemed essential in a labora- tory experiment; nor that only the experiment utilizes instruments of precision. Nor is it always strictly true that an experiment is performed to try out an hypothesis and establish a generalization while a test is limited in its purpose to the measurement of the individual. Terman (186) in his presidential address before the American Psychological Association effectually disposed of that tradition by assembling the general principles of psychology which have been ‘developed by means of research with tests. In the foregoing chapter several features of a good voca- tional test were outlined. It should be simple in conception and operation. It should be constructed so as to yield an objective quantitative measure which does not vary with the person who administers or scores it. Its material, the conditions under which it is given, the directions, and the method of scoring should be rigidly specified and adhered to, so that scores made by persons examined at different times and places will be comparable. It should be built on the theory that it measures one or more of the abilities neces- sary to the job. It should have an apparent relevance to the job requirements to insure the applicant’s interest. Chapter V discusses the ways of arriving at the abilities which the tests should aim to measure. In constructing a test for one of these abilities, the investigator will find it profitable to refer to the sources of test material listed in Chapter VI. He will also find it highly worth while to con- sult all relevant material on test construction and applica- tion gathered by other psychologists, especially where they have studied the same or similar vocations. Above all, he should hesitate to develop a new test if he can find one already available. Unless he makes a decided improvement on an existing test he will do little more than add to the growing profusion of insufficiently evaluated and hence use- less psychological tests. 88

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