Occupational Selection and Occupational Interest
In: Kölner Zeitschrift für Soziologie und Sozialpsychologie: KZfSS, Volume 32, Issue 1, p. 175-177
ISSN: 0023-2653
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In: Kölner Zeitschrift für Soziologie und Sozialpsychologie: KZfSS, Volume 32, Issue 1, p. 175-177
ISSN: 0023-2653
In: IZA Discussion Paper No. 3446
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In: School of Industrial Relations research essay series 8
In: The American journal of sociology, Volume 54, Issue 6, p. 530-535
ISSN: 1537-5390
In: IZA Discussion Paper No. 10837
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In: African affairs: the journal of the Royal African Society, Volume 62, Issue 246, p. 83-83
ISSN: 1468-2621
In: The American journal of sociology, Volume 90, Issue 4, p. 729-752
ISSN: 1537-5390
In: CESifo Working Paper Series No. 6527
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In: Public administration: the journal of the Australian regional groups of the Royal Institute of Public Administration, Volume 5, Issue 4, p. 152-156
ISSN: 1467-8500
In: Discussion paper series 4604
In: Labour economics
In: The Manchester School, Volume 36, Issue 2, p. 111-130
ISSN: 1467-9957
In: The journal of economic history, Volume 65, Issue 4
ISSN: 1471-6372
In: The journal of psychology: interdisciplinary and applied, Volume 62, Issue 2, p. 287-304
ISSN: 1940-1019
In: Public personnel management, Volume 37, Issue 1, p. 99-109
ISSN: 1945-7421
This article is the first in a three-part series that examines the development of selection testing. Part I focuses on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention is given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.