EMPLOYMENT PSYCHOLOGY 
possible as in the case of job analysis. This chapter offers 
only a suggestive classification of the most important points 
to be covered by the analysis as a basis for selection of tests, 
rating scales, and questionnaires. The items are grouped 
under the following eight headings: 
1. Personal data 
2. Personal history 
~. Previous experience 
_. Education and training 
-. Physical characteristics 
5. Social characteristics 
7. Interests 
8. Abilities 
Helpful suggestions may be obtained from the various per- 
sonality schemata and catalogs of human abilities. These 
should be consulted not so much to obtain an indication of 
what is required for the job under study as to make sure that 
all the most important items have been considered. The 
number of these lists is legion, and only a few can be men- 
tioned here: Allport (1), Baade, Lipmann, and Stern (4), 
Blackford (14), Bridges (18), Cimbal (34), Kirby (94), 
Link (101), Mendenhall (29), Meyer (113), Parsons (126), 
Partridge (127), Roget (150), Stern (171), Terman (184), 
Viteles (209), Webb (213), Wells (217), and Yerkes and 
LaRue (227). One of the most complete lists of topics 
which the investigator may wish to consider is found in 
Davenport’s Trait Book (43). 
TOPICS FOR A MAN ANALYSIS 
1. Personal data. Under this heading are included many 
jtems commonly found on the application blank, such as 
age, sex, race or nationality, marital status, number of de- 
pendents, home ownership, savings and investments, and 
membership in social and professional organizations. Such 
information about the workers chosen for study can often 
be obtained with little trouble from the company records. 
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