Green, Gerald G.||Novak, Ralph S.
M.S. (Master of Science)
School of Business
Ths Problem The purpose of this investigation was to analyze and evaluate the use and influence of psychological tests in the selection process for managerial, skilled and unskilled laborers. The major problem was divided into six sub-problems. The first sub-problem dealt with a determination of the extent to which psychological tests were used in the selection of employees. The second sub-problem attempted to determine the number and types of tests used for the selection purposes. The third sub-problem tried to bring out practices and points of view among firm not using tests for the selection of employees. The fourth sub-problems attempted to determine the technique or techniques used in place of testing devices. The fifth sub-problem dealt with an effort to determine the benefits of the test program in terms of correlation. Correlation of tests to job performance and second correlation of tests to improved selection and/or reduced turnover. The sixth and final sub-problem concerned the acceptance of testing programs by the personnel managers. Procedure. In the descriptive study, research of a primary nature was necessary to obtain solutions to the questions posed in each of the sub-problems. A sample of thirty Chicago area firms was selected. Executives responsible for the selection of employees in each of the firms was asked a series of questions in a mail interview, the data obtained by the mall questionnaire was tabulated and organized for either tabular or rhetorical presentation. Conclusions Among the Chicago area firms reported, the use of psychological tests in the selection of employees was widespread. Host of the firms using tests utilized a variety of test devices. Intelligence tests were the most popular type of device. Next in popularity was the aptitude test. The Wonderlic Personnel Test was used by eight of the thirty reporting firms. Seven of the thirty firms reporting did not use tests for the purpose of selecting employees. Reasons given for not using tests included a belief that present day tests were inadequate, and too costly. They feel that there is an inability on the part of some firms to draw conclusions regarding tests.
Galioto, Alwayne R., "Psychological testing and its future in personnel selection" (1968). Graduate Research Theses & Dissertations. 4585.
vi, 88 pages
Northern Illinois University
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