The effective use of manipulative tests in industry.

Long, W. F.; Lawshe, C. H.

doi:10.1037/h0058217

Cited by 3 publications

(2 citation statements)

References 21 publications

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“…A lathe test, a drill press test, and a tool dexterity test for machine operators (Bennett and Fear, 1943;Long and Lawshe, 1947;Tiffin and Greenly, 1939).…”

mentioning

confidence: 99%

Realistic Work Sample Tests: A Review

Asher

Sciarrino

1974

Personnel Psychology

121

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INFORMATION with the highest validity seems to have a pobnt-topoint correspondence with the criterion. For instance, in a review article of the scorable application blank, Asher (1972) concluded that biographical information showed substantially higher predictive validity when job proficiency was the criterion, than other predictors including tests of intelligence, personality, interest, perception, motor skill, and mechanical ability.The generalization seemed t o be that factual and verifiable historical information about applicants was the best predictor of future performance in specific positions. This implication was based on comparisons with tests designed t o measure "simple" dimensions. Simple in this context means a pure or single dimension of behavior.If there is merit in a theory about predictive power in a pointto-point connection between the predictor and criterion space, then tests of single dimensions should be less powerful predictors than more complex tests such as work sample tests designed to be a miniature replica of the criterion task. The intention was not to include in this review ready-made standardized tests, but only work samples especially created for specific criterion tasks.In a search of the literature, work sample tests were classified into the categories of either motor or verbal. A work sample was identified as "motor" if the task was a physical manipulation of things as, for example, tracing a complex electrical circuit, operating a sewing machine, making a tooth from plaster, or repairing a gear box. A work sample test was classified as "verbal" if there was a problem situation that was primarily language-oriented or people-oriented. For instance, the in-basket problem required the subject to deal with a set of materials which a company manager

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“…A lathe test, a drill press test, and a tool dexterity test for machine operators (Bennett and Fear, 1943;Long and Lawshe, 1947;Tiffin and Greenly, 1939).…”

mentioning

confidence: 99%

Realistic Work Sample Tests: A Review

Asher

Sciarrino

1974

Personnel Psychology

121

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“…The (Stead and Shartle, 1940). A punch press test yielded significant correlations with ratings of speed, accuracy, and safety for 25 punch press operators (Long and Lawshe, 1947). Including a new procedure, the Minnesota Rate of Manipulation correlated 0.66 with ratings of 60 converting machine operators in a paper mill (Jurgensen, 1943).…”

Section: Selectionmentioning

confidence: 99%

Fields of personnel psychology selection and training.

Barnette¹,

Harrell²,

Bills³

et al.

Handbook of Applied Psychology (Vol 1).

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Chapter IV: Appraisal of the Individual

Anderson¹,

Embree²

1948

Review of Educational Research

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R\ESEARCH approaches to the problem of individual appraisal during the past three years have shown a number of significant trends. There has been a marked increase in emphasis on the development and validation of measures of emotional and social adjustment. Three instruments have received particular attention: The Rorschach Ink Blot Test, Murray Thematic Apperception Test, and the Minnesota Multiphasic Personality Inventory. Related to this trend is a very large number of studies reporting attempts to develop new projective approaches. Recent research also reflected an interest in expressive approaches to appraisal with sociometric methods receiving the principal attention. Increased reliance on appraisal approaches which do not yield completely objective results and attention to qualitative aspects of traditional methods characterized many studies. It is not clear whether this reflects a trend away from an experimental orientation in counseling and clinical work or the emergence of a new level of professional work.A major trend in research has been increased attention to intra-individual differences and their usefulness in making clinical judgments and developing insights. Analysis of profiles, attention to scatter, and consideration of configuration of test results characterized this trend. Unfortunately, the lack of statistical methods for dealing adequately with intra-individual differences has hindered this significant line of research in appraisal. Meehl (64) has proposed a system for classifying Multiphasic Inventory profiles which should provide useful research leads. Other studies seemed to depend on intuitive analysis. No significant studies using the method of factor analysis with tests as populations appeared during the last three years. Not unrelated to emphasis on the profile was an increased interest in the measurement of narrow aspects of ability and personality. Factor studies have contributed materially in this regard, with the methods of factorial analysis used to define the areas for measurement. Another significant trend was directed toward more rapid evaluation of abilities and personality characteristics. Validation studies of abbreviated scales of various sorts were numerous. There also have been a number of attempts to draw more information from existing instruments of appraisal.The present review is by no means comprehensive; but an attempt has been made to cover significant studies reporting these various trends, and to review research investigations which concerned themselves with problems of new and previously untried methods of appraisal and with the more fundamental problems of the nature of personality organization and the isolation of aspects of personality which should be appraised.

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The effective use of manipulative tests in industry.

Cited by 3 publications

References 21 publications

Realistic Work Sample Tests: A Review

Realistic Work Sample Tests: A Review

Fields of personnel psychology selection and training.

Chapter IV: Appraisal of the Individual

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