Employment psychology

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Monograph

Identifikator:: 1028407564

URN:: urn:nbn:de:zbw-retromon-47263

Document type:: Monograph

Author:: Link, Henry Charles; Thorndike, Edward L. http://d-nb.info/gnd/118802127

Title:: Employment psychology

Place of publication:: New York

Publisher:: MacMillan

Year of publication:: 1924

Scope:: 1 Online-Ressource (XII, 440 Seiten)

Digitisation:: 2018

Collection:: Economics Books

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Document type:: Monograph

Structure type:: Chapter

Title:: Part I. Psychological tests

Collection:: Economics Books

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THE VOCATIONAL VALUE OF TESTS 175 discover these facts. Until they are known, no intelligent choice can be made. For instance, when a boy, either "within the organization or without, applies for admission to the apprentice course, a course which occupies a period °f years and which is very costly, the question as to "whether this boy has the necessary prerequisite education and the natural ability to succeed is sure to arise. He has undoubtedly had some education, but whether his educa tion has gone far enough, or whether he has profited by his educational opportunities to the extent of being able to handle the necessary mathematical problems, is a matter which must be carefully determined. In addition to this it is necessary to know whether the boy possesses the natural ability which will enable him to succeed as an a pprentice. How shall these two very important facts be determined? This is just the question for which psy chological tests provide the answer. All tests may be divided roughly into two kinds: Those designed to discover an individual’s degree of innate ability in certain directions, and those designed to measure the extent and quality of an individual’s previous training and acquired ability. This distinction is by no means a dear and sharp-cut one, for every test whatsoever involves to some extent both natural or innate ability and the ability due to training and education. The tests described J n preceding chapters have already made this fact clear. However, for practical purposes, tests may be divided into these two general kinds. When, therefore, the question of ■Vocational training or selection arises, the application of these tests makes it possible to discover what the natural and acquired abilities of an individual are and under which of the four heads given he is to be classified. Let Us take, for instance, the case of the candidate for appren-

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