VALIDITY OF APTITUDE-TESTS IN PERSONNEL SELECTION
VALIDITY OF APTITUDE-TESTS IN PERSONNEL SELECTION
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DOI：
10.1111/j.1744-6570.1973.tb01150.x
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发表时间：
1973-01-01
影响因子：
5.5
通讯作者：
GHISELLI, EE
中科院分区：
文献类型：
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作者：
GHISELLI, EE
传统上，明斯特伯格对驾驶员的实验被认为是使用测试进行人员选拔的研究的开始。然而，轶事证据有力地表明，甚至在1910年之前，其他心理学家也用测验进行了类似的研究，这些研究范围很小，而且没有发表和公开。此外，在科学管理运动的推动下，大约在那个时候，一些所谓的效率专家正在使用一些简单的测试来评估求职者，甚至报告了零碎的有效性证据，试图证明和宣传他们的活动。在第一次世界大战期间，对士兵和产业工人的大规模测试为职业能力倾向评估中测试的效用的检查提供了激励、方法和尊重。这一切都导致了战后对人员测试的系统研究激增。因此，大约从1920年开始，大量关于各种测试有效性的数据开始出现，这些测试用于评估许多不同工作中的工人。大约半个世纪以来，在利用考试作为评估男女在商业和工业机构中的职位的手段方面积累了经验，并收集了大量信息。这里的目的是以尽可能简单和紧凑的形式总结这些信息。这样的总结至少可以检查人员选拔测试有效性的总体趋势。
Traditionally Munsterberg's experiment with motormen is taken to be the beginning of research in the use of tests for personnel selection. Nevertheless, anecdotal evidence strongly suggests that even before 1910 other psychologists conducted similar studies with tests, studies which were small in scope and which went unpublished and unpublicized.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 so-called efficiency experts at 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 to the examination of the utility of tests in the assessment of occupational aptitude. This all led to a great post-war surge of systematic research in personnel testing. So beginning about 1920 substantial amounts of data pertaining to the validity of various 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 tests as devices for assessing men and women for positions in business and industrial establishments, and an enormous amount of information has been collected. The purpose here is to summarize this information in as simple and compact form as is possible. Such a summary wilt at least permit an examination of general trends in the validity of tests for personnel selection.