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The Validity of the Worthington Personal History for a Sales Job

The Validity of the Worthington Personal History for a Sales Job Company The Detroit Ediswn Summary The effectiveness of the Personal History in identifying the more and less successful employes in an inside sales job was studied. The normalized rank order of 53 men, in terms of job success, as predicted by the Personal History was compared with two criteria, one based on promotion and one based on supervisory ratings. The results were in the positive direction, but were not statistically significant. Tss already in use provided higher predictive value than the et Personal History. Combined with these tests, the Personal History did not increase the predictive power of the battery. The Personal History d y s e s did not help department officials and interviewers identify the better employes. Introduction In 1950, an article appeared in an industrial training journd (8) which indicated considerable value of the Worthington Personal History in selecting personnel over a wide range of job classifications. It was decided to investigate the method in terms of the possible contribution it might make to the selection procedures used in The Detroit Edison Company. This necessitated a validation study-as would be done with any other method or test. The present report covers the validation study made. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

The Validity of the Worthington Personal History for a Sales Job

WORBOIS, G. M.; KANOUS, L. E.
Personnel Psychology , Volume 7 (2) – Jun 1, 1954
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References (3)

Publisher
Wiley
Copyright
Copyright © 1954 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1954.tb01594.x
Publisher site
See Article on Publisher Site

Abstract

Company The Detroit Ediswn Summary The effectiveness of the Personal History in identifying the more and less successful employes in an inside sales job was studied. The normalized rank order of 53 men, in terms of job success, as predicted by the Personal History was compared with two criteria, one based on promotion and one based on supervisory ratings. The results were in the positive direction, but were not statistically significant. Tss already in use provided higher predictive value than the et Personal History. Combined with these tests, the Personal History did not increase the predictive power of the battery. The Personal History d y s e s did not help department officials and interviewers identify the better employes. Introduction In 1950, an article appeared in an industrial training journd (8) which indicated considerable value of the Worthington Personal History in selecting personnel over a wide range of job classifications. It was decided to investigate the method in terms of the possible contribution it might make to the selection procedures used in The Detroit Edison Company. This necessitated a validation study-as would be done with any other method or test. The present report covers the validation study made.

Journal

Personnel Psychology – Wiley

Published: Jun 1, 1954

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