ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01309.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

摘要:

SummaryArésuméof the manner in which the field of “human engineering” arose is presented together with a specification of what is encompassed by the term. This is followed by an outline of major topics of the field and representative experiments for each topic. These researches indicate that human engineering is not a science or field of endeavor unto itself. Rather it is a technical service which our society now demands. Recent interest in the phrase merely indicates that individuals from many professions, particularly the engineering and biological sciences, have discovered that they can and should be of mutual assistance in solving the problems of fitting man to the complexities of his contemporary work situ

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01310.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01311.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

摘要:

SummaryManypositions in industry require extensive periods of training. In one such job in which new employees reached acceptable production rates after periods of training ranging from six to fifteen months, study of fast and slow learners showed that these two groups could be differentiated as early as the end of the second week of training. Separations or transfers at this early stage could be made with 20% better than chance accuracy. By the end of the sixth week of training, this advantage over chance had risen to sixty‐three per cent. No further increase in accuracy is possible if the results from one group are to be used as standard for action on anothe

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01312.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01313.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01314.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01315.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

摘要:

SummaryThe originof the use of efficiency reports for Officers of the U. S. Army is lost in history, as is the story of the evolution of the formal procedures of reporting. Sometime after the first World War, however, a standard form was adopted and a procedure regularized for accomplishing this report. Thereafter, twice each year—on June 30th and on December 31st—every officer in the Army has been rated by his immediate superior, and this rating submitted to the War Department. Though early recognized as not completely satisfactory, the original rating form remained in force (with sporadic minor amendments) until it was superseded in July of 1947.The new form is the product of many months of concentrated research. It is radically different in many respects from the old form, and from other rating devices currently in use in industry. Its most novel feature is the use of what has been called the “forced‐choice” rating method. Rather than indicating how much or how little of each characteristic an officer possesses, the rater is required to choose, from several sets of four adjectives or phrases, which best characterizes the officer, and which is least descriptive. In other words, it calls for objective reporting and minimizes subjective judgment. And because of the way in which the tetrads—sets of four rating elements—are constructed, it reduces the rater's ability to produce any desired outcome by the choice of obviously good or obviously bad traits. It thus diminishes the effects of favoritism and personal bias.The technique, and the form embodying it, has been tried out on fifty thousand officers—in both experimental and official trials—and the results obtained with it have been compared with independent criteria of efficiency arrived at through group ratings. The new method is superior to all other methods examined. It produces a better distribution of ratings relatively free from the usual pile‐up at the top of the scale. It is less subject to influence by the rank of the officer being rated. It is quickly and objectively scored by machine. And above all, it produces ratings which are more valid indices of real worth.The particular form developed for rating Army officers would probably be of little value for other groups—largely because of the specificity of the rating elements it contains. The technique, however, has already proved of value in other situations and there is every reason to believe that it is even more

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01316.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

摘要:

Book review in this ArticleOtis, J. L., and Leukart, R. H.Job EvaluationOSS AssessmentStaff.Assessment of Men.Ryan, ThomasA.Work and EffortPigors, Paul, andMyers, C. A.Personnel Administration.New York: McBurtt, H. E.Applied Psychology.Selekman, B. M.Labor Relations and Human Relations.New York: McFisher, W. E.Conference Leader's Guide.(Bull. No. 15, Industrial Relations Section, California Institute of Technology.) Pasadena, Calif. Pp. 28.Flanagan, J. C. (Ed.)The Aviation Psychology Program in the Army Air Forces.Ghiselli, E. E.,andBrown, C. W.Personnel and Industrial Psychology.Kaufmann, Fritz.Your Job.Lewin, Kurt(Edited by Gertrude Weiss Lewin).Resolving Social Conflicts.

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01317.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY

ISSN:0031-5826    

DOI:10.1111/j.1744-6570.1948.tb01318.x

出版商:Blackwell Publishing Ltd    

年代:1948

数据来源: WILEY