THE VALIDITY OF APTITUDE TESTS IN PERSONNEL SELECTION

THE VALIDITY OF APTITUDE TESTS IN PERSONNEL SELECTION Vniversity of California, Bcrltrley TR4DITIONALLY Munsterberg’s experiment with motormen is taken to be the beginning of research in the use of tests for pcrsonnel selection. Nevertheless, anecdotal evidence strongly suggests that even before 1910 other psychologists condiicted similar studies with tests, studies which were small in scope and which went unpublished and unpublicized. Furthermore, under the impetus of the scientific management movement some of the socalled efficiency experts a t about that time were using a few simple tests for evaluating applicants for jobs, and even reported fragmentary evidence of validity in the attempt to justify and to publicize their activities. During World War I the large scale testing both of soldiers and industrial workers provided stimulation, methodology, and respectability t o the examination of the utility of tests in the assessment of occupational aptitude. This all led t o a great post-war surge of systematic research in personnel testing. So beginning about 1920 substantial amounts of data pertaining to the validity of TTarious sorts of tests for the evaluation of workers in many different jobs began to become available. For something over half a century, then, there has been an accumulation of experience with the use of http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Personnel Psychology Wiley

THE VALIDITY OF APTITUDE TESTS IN PERSONNEL SELECTION

Personnel Psychology, Volume 26 (4) – Dec 1, 1973

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Publisher
Wiley
Copyright
Copyright © 1973 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0031-5826
eISSN
1744-6570
DOI
10.1111/j.1744-6570.1973.tb01150.x
Publisher site
See Article on Publisher Site

Abstract

Vniversity of California, Bcrltrley TR4DITIONALLY Munsterberg’s experiment with motormen is taken to be the beginning of research in the use of tests for pcrsonnel selection. Nevertheless, anecdotal evidence strongly suggests that even before 1910 other psychologists condiicted similar studies with tests, studies which were small in scope and which went unpublished and unpublicized. Furthermore, under the impetus of the scientific management movement some of the socalled efficiency experts a t about that time were using a few simple tests for evaluating applicants for jobs, and even reported fragmentary evidence of validity in the attempt to justify and to publicize their activities. During World War I the large scale testing both of soldiers and industrial workers provided stimulation, methodology, and respectability t o the examination of the utility of tests in the assessment of occupational aptitude. This all led t o a great post-war surge of systematic research in personnel testing. So beginning about 1920 substantial amounts of data pertaining to the validity of TTarious sorts of tests for the evaluation of workers in many different jobs began to become available. For something over half a century, then, there has been an accumulation of experience with the use of

Journal

Personnel PsychologyWiley

Published: Dec 1, 1973

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