THE SCOPE OF PSYCHOLOGICAL TESTS 1CT] 
assigned, whereas the opposite may be true when he is 
assigned to work for which his abilities fit him. As a con 
crete example of this fact, we may cite the results of 
the tests given to inspectors described in Chapter III. 
A large number of inspectors, both such as were acceptable 
according to the tests and such as were not, finally gave 
up their work or were discharged. Nevertheless, those 
who were acceptable according to the tests worked for a 
period nine times as long as those who were not, thus in 
dicating that they were, on the whole, a more determined 
group. In other words, their greater ability for the work 
of inspection removed from their path certain obstacles 
which would otherwise have absorbed their moral re 
sistance in a much shorter period, as did happen in the 
case of those who remained only a week but had not passed 
the tests. And of the number who remained at work for 
two months or more and who may therefore be said to 
have manifested the most desirable moral traits, ninety- 
four per cent were acceptable on the basis of the tests. 
The conclusion which we are forced to draw is that those 
who possess the necessary ability, as ascertained by the 
tests, are more likely to develop the desirable moral traits 
or to retain for a longer time those with which they set 
out. 
There is one more aspect in which tests may contribute 
materially to the solution of the question of moral quali 
ties. The power of suggestion is a well-known psychologi 
cal fact. A suggestion, properly made, frequently has the 
power to change entirely an individual’s course of action. 
Obviously, the value of a suggestion depends upon the 
intelligence with which it is made. It frequently happens 
that new employees are so diffident and lacking in assur 
ance that they fail at work for which they undoubtedly