UC-NRLF ^^^ $r 31 bO? Ul^jlVEBSlTt OF . CALIFOR^^> UMVLR81TY OF CALIFORNIA DIVISiOM or V0CAT10r-;AL EBUCATION BSnK£l,CY. CALIPORNIA iiLuUwAllOI MBB* Relation of psychology to the vocations: annotated bibliography By Hattie Peacock Graham A.B. (Texas Christian University) 1919 THESIS Submitted in partial satisfaction of the requirements for the degree oi MASTER OF ARTS in Educition in the GRADUATE DIVISION of the UNIVERSITY OF CALIFORNIA Approved Instructor in Charge Deposited in the University Library Date Librarian jiia^UwA'illOS LIBBc TABLK OF CONTFNTS lUTRODUCTION 1-9 GEOTiGE , A!>^AMS Pofeestives in the Juvenile Court 9 JOHN ANDERSON A Comparison of T^vo l^etbods of Giving the Nuuber Scries CoinpJetion Test. 10-11 leow/lRd p. ayres psychological Teats in Vocational Guidance H JAN DOIT BALL The Correlation of Nouroloa', Psychiatry, Psychology and 'xpneral 'Jedicine aa Scientific Aids to Industrial Efficiency 11-12 C.S. BERRY Value of Psychological Teats in Determining Life Vo- cations 12-13 FBEDERICK 0. BONSER The Selective Significanop of reasoning Ability . . ,13-14 B.B. BPEESE Vocational Guidance. 14-17 J.V. BREITi?IESER Vocational Polyraorphism .17-18 J.K. BRDTER The Aims and Methods of Vocational Guidance .... .18-20 J.W. BRIDGES AND V.:!. DOLLINOER The Correlation between Interests and Abilities . . .^1 ft\ROLD T. PTJT^TT Employment Psychology in the Rubber Industry 22-24 J. McKEEN CATTFLL Practical Psychology 24-25 ivi8i05^3 II TABLE OF CONTENTS (continued) J. CROSBY CHAPMAN Trade Tests 25-27 J.M. CLARK Economics and Modern Psychology 28-29 SHERvvIN CODY Comniercial Tests and How to Use Them 29-30 STEPHEN S. COLVIN Psychological Tests at Brown University 30-31 A.R. CPATHORNE Change of Mind Between High School and Colleje as to Life Work 2 VIRGIL E. DICKSON Mental Tests and the High School ........... 32-33 BOYD FISHER Has Mental Hygiene a Practical Use in Industry?. . . 33-34 ELIOTT FROST What Industry Wants and Does Not Want from the Psychologist. 34-36 P.W. GERHARDT Psychological Tests for ^Sorkmen 36-37 h.H. GODDARD Human Efficiency and Levels of Intelli;^enc3 37-39 G.W. GREENWOOD Simple Tests for Office Applicants 39-40 THOMAS H. HAINES Detect3.ng the Feeble-Minded in a City School Population 40-41 G. STANLEY liALL AND L.R. GEISSTER Psychology in New Jersey State Prison 41-43 V.A.C. HENMON Air Service Tests of Aptitude for Flying 43-45 DAVID g. HILL Applications of Psychology to Instruction and Industry 45-46 /// TABLE OF CONTENTS (continued) EDJOTTD B. HILLIARD The Importance of Physical and Mental Ixaminatlcns as an Aid to Treatment p.nd Training in a Reform Institution . .". 46-47 H.L. HOLLIHffiVOTTH Vocational Psychology 47-49 LETA S. IIOLLINil-VORTH Vocational Aptitudes for '.'vomen 49 H.L. HOLLINGAORTT^ AND A.T. FOFFENBiaiGER Applied Psychology 49-51 Tf.D. nUBBTlLL How to Select Employees 51-52 M/vHGAHET JAvUES Uental Testa for Typists and Stenographers 52-53 TRIMaN L. KFLLEY Principles Undorlying the Classification of Men 53-56 ROY •'.'. KELLY Hiring the Worker 57-59 WILLIAM FRITZ KEMBLE Ghoosiiig Employees by Mental and Physical Tests 59-60 J. P. LAMB Intelligence Tests in Industry 60-61 HETIRY C. LINK Employment Psychology. 61-63 G.W.A. LUCKY The Psychological Clinic in Practice 64-66 I.N. MADSEN The Army Intelligence Test as a Means of 'Prognosis in High bchool ', 66-68 JAMES BURT MINER Standardizing Tests for Vocational Guidance 68-70 1 T/iBLE OF CONTENTS (continued) ELSIE MURRAY Psychological Teets as riiagnostic of Vocational Aptitudes in Colle.-;© Women • • • • • CHAKLES S. MYERS 70-72 Mind and iVork (Chapter III. Vocational Selection). . . OFTICIAL REPORTS 72-75 Tntelligence Patinas of Occupational GroupB ELSIE OSCroiN 75-77 Vocational Tests for Petail SalesTromen ARTHUR F!=ANK PAYNE 77-79 The Scientific Selection of Men A.T. oOEFFNBT'"^GFR 79 Ne^ and Practical Methods of ^ieasuring Fooational Fitness ' S.L. AND L.W. PEESSEY 80 Measuring the Usefulness of Tests in Solving School Problems H.A. -RICITJ^OITO 81 Selection by Tests RALPH S. ROBERTS 81-83 The Use of ^sycholo -ical and Trade T^ats in a Scheme for the Vocational Training of Disabled Men AGNES L. ROGERS 83-34 Mental Tests as a Men.n8 of Selecting and Classify- ing Colles;e Students BEARDSLEY RUUL 84-86 The Extension of Selective Tests to Industry CARL EMIL SEASHORE 86-88 The Psychology of Musical Talent NATHAN IV. SHEFFERiyLAN 85-90 Fmploynent Methods 90-92 y TAPLE OF CONTENTS (continue!.) A.K. yli'ONS Personal Relationf in Industry ^3 DAVID S^TEDDEN Vocational Education •93-94 E.L. TIEOTOIKE The Reliability and Significance of Tests of Intelligent'.'? 9B-96 M.J. VAN V/AGr-NFTT Scne Results and Inferences Derived from the Use of the Army Tests at the University of Minnesota, .og.gy UAX WATSON Trade Test Prinoiplos 98-99 Tm.m WATTS Vocational Selection 99-103 G.G. WEAVER Trade Testa, their Construction, Use and Possibilities in Industry 103-104 Harold wiLLiAi-is The Intelligence of the Delinquent Boy 104-105 EGBERT S. WOODT^OPTH Intelligence 105 ROBERT M. YtRKES VJhat Psychology Contributed to the War 106-110 YOAKUM AND YEHKES Army Mental Tests 110-113 C.S. YOAKUM Can Executives be ^icke-d by Mental Tests 113-115 INDEX OF SUBJECTS 116-118 INDEX OF AUTHORS 118-120 ir '^aycholof^ has passed fron the atige of mysticisni to that of scienco. Because it surrlles a need and because its subject mat- ter is not bein-, satisfactorily dealt with by any othftr 8c?f?nce, it is becoming more and taore autonomous. The past decade has witnessed an extensive application of scientific aanegement. Skilled students have studied not merely the theoretical aspects of industrial inef «"ici ency, but hive applied and are applying those theories to actual conditions in industrial situations. The old method of scientific management evolved reme- dies for many mechanical deficiencies of our present system. The refinement of _'Achine processes, the utilization of formerly wasted by-products, and the other diverse forms of scientific industrial management, have all contributed materially to the elimination of indu8T,rial inef iciency. But thinkers in tliis field a -e awakenin - to tho all-important fact that mechanical efficiency alone will not solve the proble-n of iniustrial inefficiency. Such a modus of attacking the ill can attain valuable but restricted results. The most important factor in this comflsx problem is not the machine which by the adoption of scientific processes and improvements is made to produce t?ro units instead of one; but the vital factor upon an improvement of which all thorough progress must be predicated is the human organism in industry. Since the human element is the fundamental factor in produc- tion« the application of intelligence to the improvement of indus- trial conditions from the huioan side and the attainment of a sym- pathetic vuideratanding betv.een the employee and en^sloyer is of para- mount importance in industry. The evolution of mechan'cal improvements considered by many of the old school as a panacea for industrial ills ref:uired of those students directing auoh developments a thorough knowledge of engin- eering principles. Iv^s newer and far more comprfihensive movement toward industrial efficiency likewise requires a special knowledge but the knowledge is not of machinery, but of the human mind. For the human side of industry revolves about that fundamental factor the mind. To understand the mental reactions of workers toward their tasks and their attitudes tOT.vard their employers, specialists in the industrial field are calling to their aid that complex and as yet faintly defined science, psychology. One of the major causes of industrial inefficiency is to be found in the methods utilized in filling vacancies both in the ranks and in the high offices of the great arajy of the employed. The methods formulated in recent years to standardize mach'nery and processes and to determine the best possible workin ; conditions of factory and ■srorkshop promised valuable results to thn employers; ": ut these methods failed completely to solve the problem of inefficiency. standardization of machinery was a help but our problem of inef- ficiency will remain unsolved unless we can learn to deal eoonomic- ally with the placement of the human element in industry and employ the individxial workers in occupations "ahere they can use their particular abilities most effectively. The reason why this problem of economical place-nent has been slo'iT in occupying the attention of the public has been due to pop- ular lack of knowledge and to the indifference of the employers occasioned by the over supply of labor. For each individual, it may be said there is one occupation which is more suitable than any other, and in every occupation some succeed better than others. The greatest inefficiency in in- dustry today is traceable to the misfits. This is dun to the fact that ve have known nothing of intelligence levels beyond a crude ap- preciation of the fact that some people are of a higher mentality than others, and we have failed to try to fit the man to the job. The search for the general principles which should enable men to find their aptitudes for certain vocations or occupations has been long and arduous, and it is only recently that a scientific mode of procedure is becoming possible. Boys and girls, ambitious to earn their own livirig and to take their places in industrial activities, pour theaselvos engerly into the world of industry through any available openings. They have had no means of learning either the extent of their powers or the range of possibilities open to them in the labor aarket. lience, they are most ofteii asisfits and the market is constantly flooded with adoles- cents. In addition, there has br^en since the Industrial 'evolution a permanent surplus in the adult labor market. The imnafrsment has been able for these two reasons to dispense with psychological fitness and to make haphazard placement of workers because they could always 'hire and fire'. This practice has involved a large labor turnover with its attendant economical loss and tremendous social ills. It was 7,-ith astonishment that we learned during the war, when we ascertained what men had done in civil life, how many had passed from occupation to occupation until they had finally found something which suited them. This wastes effort seriously affects the e^iplcy- ers also, for the cost of training workers is unnecessarily great. i!r. Cody* states that "the cost of changing help in offices has not been accurately investigated; but careful figures compiled by a well- known firm of automobile makers show the cost of replacing a skilled mechanic to be over eighty dollars. First, there is the cost of finding the man and putting him on the pay-roll. Then, there is the cost of teaching him the special require-nents of the particular pos- ition. It takes him two weeks to learn where things are, and just what is wanted of him. ..hen everything is taken into consideration, eijhty dollars seems a moderate estimate of the cost of changing an employee." ♦Cody: Commercial Tests and liow to Use Them. p. 5. It is obvious that the employee should seek to avoid so enornious a waste of noney; it is equally obvious that the employee should welcome any innovation v;hioh might place V ia in the position to which he is best suited, and in which he is, therefore, most capable of earning the best wage in the easiest and happiest manner. The problem, then, is to point out the difficulty involved and devise an effective means of enabling the employer to judiciously place his labor supply. It is at this juncture that this newest of sciences, psychology, promises to be of taiterial assistarice. This science, the progress of which would normally have been slow, has advanced «lth rapid strides in the last few years, because of the war. Generations of peace could not have taught us as much as the war taught the a.rmy psychol- ogists about psychological examinati<»)s in fovir short years. "sychol- ogists found in the army ideal conditions for experiinenting with and arplying new ideas. Vocational selection, especially, received close attention, since it becena necessary in -war time to place im- jiediately ^reat nuabers of men in different kinds of work. Unscien- tific and disastrous indeed would it have been to do this blindly. Thorefore, all proposals for systenatizing the work were accepted and tried, with the result that various types of psychological tests succeeded to an adriirable degree. The results of their extensive experiments have become the basis of our present work in Vocational Selection.. Each of us has vrithln us native tendencios determining our in- terests and abilities. Mr. Thorndike expresses his opinion, after research, thut degree of ability closely correlates with strength of interest, and interest is but another name for instinct viewed from the cognitive aspect, or, let us nay, for blonds and refrne- Eenta of instinctive tendencies.* Ur. lYatta writes** that instinct and intelligence may well be regarded as respectively the objective and subjective aspects of the saae thing. And that considered from the supsrconscious level, intelligence and intuition are again but diffe-ent aspects of the same mental process. In the aajority of occupations the principal factor to be con- sidered will be the factor of intelligence. Stern says***, "Intelli- gence is the general capacity of an individual consciously to adjust his thinking to neir requirements: it is general mental adaptability to new problems and conditions of life." The diversity of ways in ■which personality rsay express itself both in bodily movements and in speech are alnost infinite. "intelli- gence explores all the possible avenues to expression and tends to re- main content with those by which it can arrive at the greatest satis- faction. A slum environment or a defective education shuts off auto- *See Thonndike's article in Popular Science 'Monthly, 1912. **77atts: Psycio logical Problems of Industry, page 77. ***Stern: Psychological .'.ethods of Testing Intelligence. matically the entrances to cany of these avenues, though the strong- est personality may often force the barriers."* There is no doubt that much can be acooapliahed to^-ard remov- ing the barriers to intellijjent selection of occupations by means of vocational guidance offices •''or boys and girls on leaving school. Leading psychologists are in favor of "pre -vocational training" in the elementary schools. They recommend that special instruction at school, illustrated by lantern slides and so on, in the denands, attractions, dangers, and rewards of the chief available trades and professions be given boys and girls by their fourteenth year, so that they may be better enabled to make their ultitaate choice, instead of aiinlessly jicceptin,^ the 'first job that coaes a3ong'»». Vocational guidance should also be encouraged during the period of continuation schools, at the irorks' or outside, due regard bring paid to the development of special tastes or capacities after the school-leaving age. But the scientific application of vocational guidance requires sonething acre than we have outlined. It requires a careful physiological and psychological analysis not only of the req-ire- ments of different occupations but also of individual mental and physical differences. For methods of procedure in the latter task vre are indebted to the experimental psychology of the labratory ♦Watts: An Introduction to the "Psychological Problens of Industry, p. 77. **C,S, iiyers: liind and ork, p. 89. ; . whore tests ^'ere devised for this purpose. In both these '*ays, the future applies tion of psycholocjical methods and principles to voca- tional guidance and selection cannot fail to yield results of ines- tiosable value for the advance and -well-being of mankind. Because tests are ccsnpiiratively in their infancy and because they have often been brought into disrepute by the untrained investi- gator, it does not follow that they should be looked upon with dis- favor. Every science must exc erience a period of infancy and it is during this incipient str-ge that it is in danger of being abused by sharpers and fakirs. Every science has its special field and pecul- iar problems. Tha chemist before he is in a position to add sone- thing of value to his science must understand the 3ia;5or principles underlying that science. He aust have an intiaate acquaintance with the tnaterials used in his experimr;nts. This most recent science, psychology, also has its special field, a sphere by far more import- ant than the pale of the physical sciences, for it has as its subject aatter the human mind. The human niind has an infinite moniber of variations. It is the purpose of the psychological tests to bring to light the mental variations and powers of each individual. .;e no?/ have about thirty distinct tests to bring out the various qualities and idiosyncrasies of the person tested. Aniong these may be mentioned tests of the accuracy and speed of reasoning, tests of general information, of sensory discri-nlnation, manual dexterity. oiechanical skill, aesthetic appreciation, rate of reading, spelling ability, testB viich reveal the 8i3b,TectR' special interests, his accuracy, steadiness, neatness, his raemory of naTces, figures, faces, or facts, the breadth or detail of his observation, his irnprovabil- Ity, distrantibility, suggpstlbility, and other kindred qualities, ^ile the mechanical factors are important, they are leps vital to the solution of the problem of industrial inefficiency than the factors of a higher type among -rhlch intelligence ranks first. 'cith this type of vocational selection intelligence tests, -we have principally to deal. The purrose of this thesis is to pro- vide a guide for those profoundly interested in this important sub- ject; and it has been thought best and aost serviceable to collect the thoughts of the major thinkers in this field, and present them in the fori of 3 bibliography. The follow: r.g classified revis-ps appear in alphabetical order: Addams, George S. (Judge of the Juvenile Court, Cleveland, Ohio.) Defectives in the Juvenile Court. The Training School Bulletin XI, pages 49-55. The Honorable Oeorge Addams, Judge of the Juvenile Court of Cleveland, Ohio, in a report before the National Conference of Charities and Corrections, mixkes a strong plea for cental examina- tions of children in the courts. ne eaphasizes the importance of mental deficiency in the causation of vice and crise. A man of such broad experience in this field as 5£r. Addaas is capable of appreciating the important part that psychological tests can play in detecting the mental levels. Anderson, John (Yale University) A Comparison of Two Methods of Giving the Number Series Comple- tion Test. Journal of Applied Psychology. 4, 1920, pages 346-347. In this article Mr. Anderson presejtts a resune of his investigation upon intelligence tests with Yale freshmen in comparison with the cross-out aethod developed by !/r. Pressey, and the completion method as used in the array of giving Alpha Tost Six, the number series com- pletion test. He explains the construction of the cross-out test and the results statistically computed after allowing an interval of seven months to intervene between the two exaainations. The conclusion derived from evidence from eighty-five stuionts is thnt the crosp-out method of giving the number series oorurl'^tion test is superior to the regular completion method as measured by the criterion of correlation with college standing. This investigation of tre results of different teets uron college students is important because university men arc awking an honest effort to ascertain the ability and inclinHtion of the young men and women not so much to predict their success in college but in order to be able to -ive them wise vocational counsel , so that the students make the best selection of college sub.iects. Ayres, Leonard P. '"•sycholo^ioal Tests in Vocational Guidance. Journal of Educational Psychology, Volume 4, 'lo. 4, April, 1913, pa.^es P-32-237. A good suamary of the attempts made to that time, 1913, to apr^ly psychological tests to vocational guidance with the -author's hopes for the future. In the light of recent develorments, there is cwapnratively little of practical value in this article. Ball, Jan Don (Physician and Psychiatrist, Oakland, Calif omift) The CoTslation of Neurology, Psychiatry, Psychology and General riedicine as Scientific Aids to Industrial Kffii^iency. American Jounnal of Insanity, volume 75, No. 4, April, 1919, pages 521-555. Dr. Ball deplores the widening breach bet-^een capital and labor; he endeavors to stimulate a closer relationship between them by the application of scientific and p-actical selection of et!!ployft*?8. It is his belief that each individual should be studied as regards his physical, nervous, and mental fitness for a particular job, that his special abilities and disabilities should be ascertained. lie believes that several examinations should be given to the employees and that these should include general medical, neurological, psychiatrical, psychological, and social considerations. He gives in detail examples of his methods in giving these various examinations. Dr. Ball has at the present time the position of psychologist for the Schell Oil Cotapnny, and diirln:; the tifo years that he has held this position there has not been a strike. Moreover, the labor turnover has been reduced frc»a seventeen and one-half percent a month to one and one-half per cent a year. In addition to his personal experience -with over 2,0C;0 eruployees. Dr. Ball has had per- sonal interviews -^Ith managers, superintendents, foremen and men in large industrin.] plants. After ©nreful study of conditions he con- cludes that the efficiency of every plant is enti'-ely dependent upon the Ti'3tVods used in its employment bureau. These thoughts coming from a man who is doins; intensely pract- ical work in industry and who has been engaged for a long period in psycholo ical research work should be accorded considerable weight. Kis accoaplis' ment in reducing the labor turnover of a large oil refinery by the use of psychological tests is bat oneconcrete indica- tion of the potency of his ideas on this subject. Berry, C.S. (University of Michigan) Value of Psychological Tests in Determining Life Vocations. Michigan School Masters Club Journal, 1914, pages 88-96. Professor Berry states that those slight Individual variations, which often spell the difference between success and failure are revealed by psychological tests. There is in our society as much native ability among the children of the poor as among the children of the rich and, therefore, society suffers a tremendous loss in allowing en'vironmental conditions, instead of inherent ibility, to determine the kind of education a child shall receive and the kind of vocation he shall follow. Our psychological clinics should enlurs^e their work to include the examination of boys and girls with a view of determining their vocational aptitudes. In this way the psychologists could supple- ment the work of the vocational counselors. Professor Berryfe stateaents of 1914 have been verified in a large measure by later writers. (See G.W.A. Lucky's article "The Psychological Clinic in Practice", School and Society, 12, So. 288, July 3, 1920, pages 6-12.) Professor Berry gives no data to support his conalusions; however, his theory is good. Bonser, Frederick G. (Teachers' College, Columbia University) The Selective Significance of Reasoning Ability Tests. Journal of Educational Psychology, April, 1916, volume 7, No. 4, pages 187-200. Mr. Bonser presents an account of a study of tests in reason- ing ability of over seven hundred and fifty children of four, five and six grades of the schools cf Passaic, New Jersey. The records of these tests were carefully tabulated and filed. After nine years, a period which would practically insure that all of these children who would complete a high school course had accomplished that end, a study of their scholastic achievements after leaving 14. graomar school was made. The purpose was to discover whether the distribution 5ind success of the individual pupils indicated any selective significance in the results of the reasoning ability tests. The correlation betTreen test resxilts in the grades and sub- sequent school performance, seemed sufficiently postive to lend much encourygeaent to the hope for easily and quickly applied teats vhose results are Bignificant for educational E^uidance. The results of teflts, d'jvised subsequent to the writing of this article have indicated a certain correlation bftween the reason- ing ability of children in graiauar school and their later spcondary school perfortJAnces. !:owever, the hopes of this author have not as yet been concrete- ly realized. The last year or two have witnesspd some extensive experiments in this field by the leading colleges in the United States. Coliisbia is but one of the ma.ior institutions intensely interested in this work. 7»e are not as yet sufficiently removed in print of tiae to form an accurate estimate of the results obtained. Breese, H.B. Vocational Guidance, Unpopular Review, volume 4, !?o. 8, Oct-!?ec, 1915, pages 345-3B8. Mr. Breese discusses the demand made upon psychologists by the 'sob-squad' of social and industrial reformers who are seized with J.&. hysteria over the waste caused by the round pegs getting into BqvKire holes and the square pegs getting into round holes. He maintains that psychology is unable to furnish a. scientific basis for vocational guidance on account of the differentiation in personality. '^ven though personality be analyzed into its elen-^nts, it cannot be determined iihich of the many possible combinations of them will asake for the greatest success in any one calling. jie cleverly pokes fun at '^unsterberg's test« for sea captains. He says that the best tsst that llunsterberg has devised is the tele- phone operator's test because this test brings out the arpllc^nt's skill in memory, attention, genoral intelligence, space-perceptions, rapidity of aoveaent, and association, the very characteristics which are required in the actual performance of a telephone operator's duties. lie states that although the group selected by such tests will do better %?ork than the group rejected, yet there aay be aany single individuals, in the group rejected, who would make excellent operators. Real vocational guiviancQ mufJt take the point of view of the applicant who wants to know whether he is fitted for the job or not. It is a comparative easy matter to select out of a large group, by means of psychological tests, r few individiials for a given job, but it is quite another matter to select the job for t're individ- ual. This latter task is the aost important duty of vocational guidance. ar. Breese discusses the inadeqioaoy of determining th«r adoles- cents abilities and linitatiwis because their abilities, likes and dislikes, ideals and aspirations, powers and capacities are In a st?ite of flux and flow. A year or so later they may sho^ fitness for something entirely different. He believes that nany of the misfits in society are failures not because they are highly specialized and have not found the vocation they are fitted for, but because they arc lacking in fibre. Thpy sre misfits not because thsjj' lack a certain kind of vocational skill, but because they are lazy, or dishonest, or otherwise unreliable. Their difficulty is due to tho fact that they have not had sufficient train- ing in right thinking . They have not been taught the proper concepts, and consequently they have not created the right interests in life. Such intellectual and moral shortsightedness is the inevitable outcome of any system of education that attempts to ^eet only commercial and industrial needs. A system of this kind tends to make merchandise out of human beings, and to ignore the higher qualities which after all are quite as necessary for vocational success as industrial skill. The danger of vocational g-jidance, according to VSr. Breese, lies in the fact that it may suggest the vrong kind of special training. It is an educational blunder to attempt to train a child for any specif- ic vocation before he has reached a certain maturity, because such -il\: training will limit his chances for a broador education. '^he school period should not be ono of narrow specialization, but a period of general gro-wth and development in which the foundstion is laid for right thinking. In the Ion.- run the best preparation for life is th.«it which gives the proper concepts for such thinking. The school should not furnish narrow specialized training but an intellectual and moral background that will serve as a basis upon •which he can adjust hiaself, not only to the matter of earning his bread and butter, but to something besides mere business and indus- trial efficiency. An entertaining article! Mr. Breese points cut the defects of intelligence tests in relation to Yocational Guidance. At that time, iyi5, there were so many pseudo-psychologists who wero pretend- ing to a thorough knowledge of a science with whose fundamentals they were unacqiiaintei with thiat we can but appreciate l£r. Brosse's article as a good retaliation. There is no little truth ir: what he has written. Nevertheless, the reader must bear in mind in his perusal of this article that since these thoughts '."rere expressed by Mr. Breese a tremendous developme.it toward practical psychological tests has taken place as a consequence of the activities of the amy psychologists during the riorld 7."ar. Brietwieser, J.V. (University of California) Vocitioual Polymorphism, Educational Foundations, 32, 1920, p-iges 281-P84. y If psychological tests are developed to the form where they c--i Jj :.i xo« really determSne a man's fitness for certai-; occ^'pations and show his relative fit ess for others, then society will become fixed or vocationally polymorphic liks bees and ants are fixed in their an- imal occupations at a lower level. This woiild happe;. if the place into which soae of the ardent writers c . this subject would have the individuals put were rigid and static. Hunian life can never be confined within molds or fetters and the industrial system which hias man's interest at heart will allow space for development. Tr. Bi eitwieser 's article shows that he opposes the placement of individuals into rigid or statie places. Brewer, J.M. (Head of Vocational Guidance Division, Harvard University) The Aims and Methods of Vocational Guidance, Educational Heview 62, p.-tges 22-33, June, 1921. 'dr. Brewer maititains that a ti-ue democracy reouires for its workers an education broad enough to enable them to visualize the vocational opportu-.ities open to them and Trtiich will render them capable of cooperating as free moral agents in a aianrer unknown in any form of autocratic organization of government or industry. He believes that it is the task of a democracy to distribute its workers efficiently and economically on the basis of their aptitudes in preference to the arbitrary methods of assignment employed by many paternalistic governments. The decision which the youth makes in the choice of a vocation has a direct influence upon his civic activities, religious life, and his recreational opportxmitios. He calls our attention to the fact that vocational guidance of some sort, either good, bad, or indifferent, is inf'vit.able, and that the present type of advertising, fetiturlng 'get rich quick' appeals, tends to mislead the youth about to choose a vocation. An elimina- tion of this evil may be accomplished by affording to the youth wise vocational guidance. Mr. Bre-wer discusses the methods of vocational guidance on the basis of the five steps in the vocational progress of an individual, from his earliest ycjrs in school vintil he has achieved success as a worker: First, .gaining broad and useful experiences that will dis- c5ovcr and try out one''' interest and abilities; second, studying the opportunities and the problems of the occupational world; third, choosing a vocation; fourth, preparing for the occupation; and fifth, securing progressive readjustments and promotions that will obtain a satisfactory vocational stitus in life, and an .:.merican standard of living. The author approves of psychological test-^, for th^^se tests have an important value in enabling those in charge of the work of vocational guidance to become acquainted with the mental powers and t.. deficieiices of those to whom this gijidance is to be given. For, althoxjgh they do not reveal definite vocational leanings, yet they do reveal the probable general mental level. Mr. Brewer very effectively portrays the deficiences of the present soheme of vocational education. The youth in determining his life's vocation toe often acts blindly and hastily with the re- sult that too many square pegs are placed in round holes. Careful guidance and counsel should be substituted for the sadly deficient efforts made at present. he points out that the vocational guidance offered under present conditions is too often tainted by prejudice and enfeebled by erroneous knowledge and suggestions. This very instructive article reveals the inadequacies of our present system. Mr. Brewer is not backward in his indictment of many features of our present day tjpe of vocational guidance. But he is not erely a destructive critic, for as a substitute for the antiquated structure, he seeks to demolish, he offers a constructive program which he bc^lieves will radicate most of tho vic(>8 enfeebling our present system. This constructive program, as previously des- cribed, is in my opinion a valtiable contribution toward arousing the need for the application of psychological principles to vocational guidance. ' •}■ l\ ,1" Bridges, James n. and Zollinger, V.^, (Ohio State University) The Correlation b?rtwean Intprests and Abilities, Psychological Review, 1920, 27, pages 308-314. Mr, Bridges and ais, He discusses the cost of the labor turnover and states that a general use of standard measurements for office employees alone would save thousands of dollars to ea^loyers. Hot only would money be saved, but in addition employees would be encouraged to prepare themselves for higher positions. The substitution of definite conditions for promotion for vague promises will banish suspicions of favoritism and induce employees to strive for advancement. Mr. Cod;y emphasizes the benefits that may acrue from the use of tests, especially in the schools. ^^is book presents some good reasons for the use of tests. He fails to give us concrete facts of what has actiially been accomplished by their use, other than recounting the war experience. Colvin, Stephen S. (Brown UniverPity, i^rovidence, R.I.) Psychological Tests at Brown University 10:27-30, July 5, 1919. Mr. Colvin tells of the giving of a series of tests to the men in Brown University at intervals of several months duration. The preliminary resvdts ahc^ed that thftse test'' v;ould probably be of value in determining scholastic ability and success in college of the students examined. After the marks of the first term had been recorded, correla- tions were made between these and the various psychological tests. Likewise, correlations were obtained between the tests and marks of the second term. Also, between these and the average mark of the first and second terms combined. He gives a table to show cor- relations. The results of these tests proved so satisfactory that they are being continued and extended at Brown University. Each entering stu- dent will be given the Columbia Comprehensive Tests and his admission to college largely determined by his degree of success or failure in passing them. By evidence furnished through these and other tests and by ad itional information secured from other sources, it is planned to aid students in selecting their subjects of study and in choosing their life vocations. Mr. Colvin's theory of assistance is good, and his preliminary work scientifically planned. We cannot at this early date predict success for the methods involved. More concrete results are needed. 1o z Crathorne, A.R. (University of Illinois) Change of Mind Between High School and College as to Life riork. School and Society, Volume XI, January 3, 19?0, pages 28-30. The article contains a fnimmary of the more important results of the investigation by the National Conmittee on Mathematical Re- quirements on the change of mind as to life work of boys and girls betvreen entrance to high school and entrance to college. Two thousand college freshmen were studied by means of ques- tionnaires which they answered. It was found that on entering high school fifty-seven percent of these students had decided upon a life work. Before entering college, exactly fifty percent of these fifty-seven percent had changed their minds. There was very little variation for sex. This investigation is pertinent for the purposes of vocational guidance. It tends to show that special aptitudes for juat one occupation are very rare and that most persons, so far as capacity is concerned, could pursue any one of several different occupations with practically equal chances of success. Dickson, Virgil E. (Director, Bureau of Research and Guidance, Berkeley) Mental Tests and the High School The Sierra Wews, October, 1920, pages 481-483. I have thought it best to quote the author's own words: "The level of intelligence is probably the most important single c factor in determining the placement or guidance of any individual..." "Up to a certain level the controlling factor for many voca- tions and responsibilities ^n life is undoubtedly mental capacity." Dr. Dickson's long experience in guidance enables him to esti- mate the value of the levels of intelligence, as determined by psy- chological tests. In vocational selection. . '1 Fisher, Boyd "Has Mental Hygiene a Practical Use in Industry?" Mental Hygiene, July, 1921, pages 479-498. Mr. Fisher informs us that in the clothing trade in Baltimore the unions themselves recently consented to a grading of vrorkers according to ability, and approved a plan of varying rates of com- pensation in each grade. Armour and Company, the Westinghous Companies, the General Electric Compsny and Sears Roebuck are among the rell-known concerns vho rate their workers according to intelli- gence and ot.her qualities as a basis for assignment and promotion. Nearly everj"- modern employment department has made or is making a set of job specifications. Not only the physical strength and skill, but also the degree of mental capacity is usually prescribed. He thinks it is wasteful to ynt a man on a job for Trtiich he is not competent or to squander a brilliant worker upon a job beneath his qualities. Mr. Fisher states that industrial managers have learned that some jobs thrive in the hands of the morons. He cites monoton- ous inspection work in certain button factories as an example. Even if laorons do not lower the efficiency of operation, he "; elieves it is nevertheless valuable to "tag" them, if only to spare us the trouble of trying to force them beyond their capacity. It is interesting to learn that so many large concerns are finding the use of psychological methods as a basis for assignment and promotion of value to them. However, Mr. Fisher makes only statements. He gives us no definite information of the actual ■workings of the plan. Frost, Eliott (Rochester, Hew York.) What Industry Wants and Does Rot Want from the Psychologist Journal of Applied Psychology, 1920, Number 4, pages 18-25. Mr. Frost mentions that the needs of industry are great and that she is worthy of such help, as she needs. He names thirty-three specific needs among which are Psychological testa and Vocational Guidanoe. He states that making money is the expectation of biisiness and that the annual economic loss in this coiintry from labor turnover is estimated at one and one-half billion dollars. Fifty percent of the turnover is caused from discharge occasioned by: Inadaptability, Unwillingness to work, Jfrong Attitudes toward work or Positive Mis- conduct. The other fifty percent is due to dissatisfaction. Mr. Eliott believes that psychology'- can help the employment manager in his hiring and firing; and making of transfers Trithin the plant, if it can devise a simple readily-applied test to de- termine (a) Intelligence, (b) Adaptability to ^articular Tasks, and (c) Temperament. In this connection it is •".■•ell to reraetiber two facts: First, theit labor is usually either very abundant or abnormally scarce. If abundant, rough empirical tosts \7i th recom- mendaticns do ver'j well. If scarce, the man will be taken on anyhow, whatever his mental rating; Second, we nsod to remeaber that vocational training does not place a man. Mr. Frost believes that it is the Law of Supply and Demand and not his ambitions or aptitudes which determines the career of most men in industry. Mr. Frost advises us that industry does not •?"3.nt a booklet of psychological tests; that the advertised success of the latter in the army camps has not sold the ideas to the manufacturers; that the manufacturer must be shown the value of any technique by pati fnt education and proved results. Sot theories but concrete results are needed. He deplores the tendency tor.'ard depersonalization and mechaniza- tion and says that industry needs a new vision of the importance of psychology itself more than analysis, teaching of aliens, train- ing of foremen, or tests. This paper which ■was read at the annual meeting of the American Psychological Association in 1919 is in my opinion very apropo. In any new movement, enthusiasts will tend to nialre claims that are soraeT^hat unsupported by facts. Mr. Frost states that not theories but concrete results are needed. Gerhardt, P.W, (Superintendent, Transportation, Dallas Street Railway) Psychological Tests for Workmen Industrial Management, 7011016 51, pages 605-607. Mr. P.W. Gerhardt states that by using psychological tests upon Tiotormen they increased the length of time of employment for motormen seventy percent. He estimates that the hiring and train- ing of each man costs betveen twenty-five and seventy-five dollars and he makes clear that the saving in this itea alone is considerable. These tests, according to Mr. Gerhardt, enable his coT.pany to select from applicants for positions those men who are best fitted for the job. His survey shows that this intelligent selection of employees, made possible by the application of such tests as his com- pany uses, contributes directly to the lessening of accidents. Such a salutary condition cannot but increase the good will of the patrons of the street car system. The author, whose position as superintendent of an exten- sive traction system enables them to closely observe the actual practical workings of these psychological tests ^iven to over 1,500 employees, makes a valuable contribution in support of the importance of psychological tests for vocational selection. Goddard, H. H. Human Efficiency and Levels of Intelligence Princeton University Press, 1920. Mr. Goddard makes it clear in this well-TTritten article that the greatest cause of the present inefficiency and xrnreat in the industrial world is due to the fact that men have different intelli- gence levels and to the lack of the application of this truth in industry. He feels that since our army experience of mental tests, we must admit the fact that every human being reaches at so:.-ie time a level of intelligence beyond which he never goes: these levels range from the lowest or idiotic to the highest level of genius. While intelligence or mental level is not the only factor in human efficiency, it is the determining factor . "intelligence is a matter of brain cells and neuron patters, and still more definitely, it is a question of the development of the larger asso- » tnf elation areas of the brain, ihe functioning of which develops rela- tively late, and hence this develorment is particularly liable to arrest; moreover, -.'hen such arrest has taken place, there is no evidence that it ever starts up a^ain. " Our social inefficiency is due primarily to the large percentage of low intelligence and secondaly to a lack of appreciation of this large number of persons of low intelligence by persons of higher intelligence. Mr. Goddard believes tnat it is un.just to the group of low intelligence to attribute their I'ailures to maliciousness or to lack of opportunity. We should appreciate that they are doing the best they can Trith their limited intelligence and eliminate them from the group of self -directing efficient people. They should be placed in an environment where they can use such intelligence as they possess and where they can be at all times under the care and oversight of intelligent people. Not only will this group of people oflow intelligence be happier and more efficient when they are provided for in the environment cre- ated for them, but the total efficiency of society will be increased. The efficiency of the human group is not so much a question of numbers of persons of high and low intelligence as it is whether each grade of intelligence is assigned a part in the whole organization that is within its capacity. Mr. Godiard suggests that -we emulate the social organization of the bee more and its supposed industry leas. The bee actually works f-,v«nty minutes a day. T'e f;reat amount of work ho accoaplishee is due to the perfect organization of the hive. This well-written book causes us to consider the beneficent results which aight ensue from the application of its principles to society. The author's ideas are original, there is substantial wisdom in the aethods he proposes, and the reader will not regret the time spent in e:e work of the psychol- ogists in the field of aviation during the war. It is a valuable contribution for it emphasizes the importance of using psychology to select men for the vocation of flying that human life may be conserved. Hill, David S. (President of the University of Ifew Mexico) Introduction to Vocational education New York. The Macl^illan Company, 1920 Chapter XIII, pages 420-448. Applications of Psychology to Instruction and Industry. Mr. Hill presents an interesting sketch in regard to the use of the application of psychology to industry, business and edtication. He discusses the nature of psychology, its early expectations and present status. He refers to it as a branch of a pure science which is only in its beginning. He issues a word of Taming upon the im- portance of discriminating between the fraudtilent practices in the naae of psychology by phrenologists and other charlatans and the scientific work car^-ied on by men and women enrolled in the American Psychological Association, or under the National Council of Research. He analyzes general intelligence and discusses the problem of measuring abilities and traits in the schools, in the army, and in industry, by a more scientific procedure than guessworlc. He refers to the recent experiments in this field of utilising tests of intelligence and rating scales. ' '■ r^ He believes that applied psychology has value in conserving mental health, and in the saving of time in the learning process. He states that a skillful presentation in conferences and readings of the essential principles of abnormal psychology might help personnel and vocational experts to detect points of undiscovered capacity as a basis for occupational training, as well as serious defects interfering with any proposed vocat'onal training or job. Mr. Hill's article tends to show that he believes psychology may have an important place both in education and in indv.stry. Milliard, Edmund B. (Superintendent, Berkshire Industrial Perm, Canaan, New York.) The Importance of Physical and Mental Examinations as an Aid to Treatment and Training in a Reform Institution The Journal of Delinquency, March, 1921. Mr. Hilliard makes clear that a complete diagnosis of reform school children has a great practical value. He states that while medical and surgical treatment for bodily ailments such as defects of eyes, ears, throat, nose, stooped shoulders, spinal curvature, and the like, are first attended to, yet their bearing upon the neurolOf;ical, psychological, and sociological conditions of the case is the important and instructive thing. An expert r^ychologist can tell Trhether an individual is feeble-rriinded or of border line deficiency and of imstable nature and whether his manual or mental work should be stressed. This saves wasted effort of patience and discipline in seeking to accom- plish the impossible and at the same time enables the teacher to apply the right kind of training. This article coming from a man of large practical experience in dealing with children shows a very important work that psychology can accomplish in enabling the teacher to apply the right kind of training. Holling^orth, H.L. (Associate Professor of Psychology, Colximbia University.) Vocational Psychology H.L. Appleton and Company, 1920. The book deals with the individual differences in mental levels and their relation to the vocations best suited to the individxml or most helpful to the employer in selecting workers from a group of applicants. Mr. Hollingworth traces the development of mental tests from primitive magic to the uniform principles of technique, record and treat- ment of measures Ti'hich are now used. He points out the special purpose of mental tests and some benefits that society may derive from their proper use. He gives a report of detailed examinations of mental characteristics of successful men made by Dr. Edouard Toulouse of France -who raade a carefiil survey of the mental traits of Zola, the novelist and Poincaire, the mathematician. In each case a study of the heredity development, physical condition, sensory acuity, various kinds of memory, attention, imagery, reaction time, association of ideas, language ability, handwriting, character, habits, and opinions on various subjects were stated. He reviews the use of the psychograph, the gradei scales of intelligence tests, self-analysis in their relation to vocational effort. He discusses the five main occvipational groups in regard to the present resultr- of vocational psychology and the determinants of aptitudes. iiis conclusion is that the program of this new science, together with the d finite and positive contributions already jielded, has truly placed the twentieth century as begin- ning to realize the increase in our knowledge of huraan nature and in our power to use it for our welfare. Mr. KollingTJorth traces historically the general conception of vocational psychology and states the present tendencies. The bock is a good statement of the psych ologisiJs point of view. Hollingworth, L.S. Vocational Aptitudes of Viomen hollingworth's Vocational Psychology, Chapter X. Miss liollingworth points out, in 5n able manner, that there is no considerable differences in average nental ability caused per se; no sex differences, in mental traits which would imply a division of labor on psychological grotmds. Hollingworth and Poffenberger H.L. Hollingworth (Associate Professor of Psychology, Columbia Univers ity) A.T. Poffenberger (Instructor in Psychology, Columbia University.) Applied Psychology, Appleton and Company, 1919. Mr. Ilollingworth and Mr. ?of I'enberger consider the field of applied psychology to be ever^- situation in wi ich h\iman behavior is involved and trhere economy of human energy is of practical importance. ITie book deals in a general discussion of the aims, the various fields of endeavor, the methods and the accoraplishiients of applied psychology. The significance of the econony of human energy to the vocations is stressed in the dis- cussion of the application of psychology to hum^n behavior. The authors recognize that psychology is limited to the determination of means, but the deteraination of ends and their values is be- yond its sphere. It is stated in the preface that psychology has been recognised as a vocation \inder the civil service regula- tions. Applied psychologists are called to work in factories, schools, courts, hospitals, agencies, banks, employment depart- ments and various branches of uunioipal and civic enterprise. The authors recognize that the field of applied psychology is vague and unorganized, yet they believe that applied psychology will be used more and more to polve social and industrial problems. Mr. Hollingworth and Mr. Poffenberger believe that one of the greatest contributions of psychology to society may l>e found in eliminating the hiiman and eccno^iic waste of the labor turn- over. ■I'hey feel confident tha.t this may be accomplished by the selection of the employees through a more adequate vocational diagnosis of their general p.ental capacity or their special aptitudes. 'incentives and rewerds, conpetent instruction and tniining, and the provis?ion of the most effective environmental conditions nay not be disregarded for they play a most important part in keeping the -worker contented and satisfied with his .-job. The authors advocate psychological tests as aids in making proper selection, and mention the work done in this field by Thomdike, Scott, Miinsterberg, and others. They suggest that in the application of any science to the concrete purposes of practical life various institutional adjustments are necessary. They predict that the immediate fut,ure of aprlisd psychology will be similar to that of applied cheid^stry and bacteriology, by hearing and integral and uniTersal part of our individual indus- trial social lives. Later the consulting psychologist Trill be indispensable. < "-•• Susmarizing, then, the book defines the scope of applied psychology, narrates its history and gives a general evaluation of its potentialities to society iind attempts a prediction of its future. The authors jive a ^ood description of the cultural applica- tion of - s;,chological knowledge from the psychologist's viewpoint. Hubbell, U.D. How to Select Employees From the Book - More i^ork Per ?fen (Van Devent^r) New York. The Engineering r.!agazine Company, 1921. Mr, ilubbell states that there is aiuch in' Science of Character Analysis' by the observation method, but more scientific basis for selecting en^loyees is rapidly being evolved in the scientific laboratory tests now being worked out. Although few employnent men ■«rill have the time to go into the exhaustive studies necef?sRry to T'^ork out the tests basing them upon the law of averages, a study of the tests and methods will show some tJiat can be adapted to the individual plant and also suggest other simple tests which will locate fairely accurately what qualifications are involved, and rate the applicant on these qualifications. Good tVieoretical ideas. Jaques, Margaret Mental Tests for Typists and Stenographers Indt'.striol I'^mige-iient j ■''.ugt)F,t, 1919 Volume 58, number 2, pages 146-147. Miss Jaques states that the following companies have used mental tests with success in selecting employees: The Charles Williain Stores, for typists; the Dallas Street Railway, for motor- men; the Comfort Publishing Co'npany and the Metropolitan Life Company, for clerical workers; and the Arco Paint Company and the American Tobacco Company, for salesmen. j'he names and explains the four tests used for typists, and the method of living them as practiced in the Chas. William Company. Thirty-eight typists who had been in the entry division for at least six months were given the tests. tm accurate record of each girl's output for the previous six months showed her typing ability. According to the chart, those girls who could type the most sheets - 500 to 735 per day - were also the ones irho raade the hest test recods. ITie results of the tests showed that In a few minutes testing they could usuall;^ pick out the very good girl and the very poor girl, but it was difficult to discriminate among the average workers. These facts tend to show xhat psychological tests are already proving of benefit to industry in the employing of typists and stenographers. iielley, Truraan L. (Stanford University) Principles Underlying the Classification of Men Jourrjal of Applied i=sychology. Volume III, 1919, pages 50-76. Mr. Kelley presents some of the principles underlying war procedure which were developed or strengthened by his experience in the War Department. His discussion has special reference to the selection of officer material from Students' Army Training Corps. The principles of selection underlying this procedure are equally applicable to peace conditions. In addition to securing general officer material, it whk con- templated tha a oonsiderable n\imber of specialists, bactertilo- gists, chemists, ordnance experts and so on, would be drawn from the Students' Army Training Corps; also, th^it thirty or forty thousand men fitted for training in schools turning out non-commis-- sioned officers would be found and that those remaining after these selections v.'ould be assigned as privates to regular line units. Dr. Th.orndike was called upon to solve this situation. he drew up a schene which aimed to do the following things: 1. Pick specialists 2. Divide the soldiers into three parts upon the basis of gen- eral merit as officer material, the upper part going to officers' training schools, the middle part to non-commissioned officers* schools, and tl-ie least meritorious part to camps, continuing upon the status of privates. 3. To do away with the necessity of each corps conductinfr a separate recruiting campaign. 4. To reduce to a minimxim the tendency to exercise personal bias, 5. To be just to the soldiers, both from the standpoint of their abilities and from that of their interests. 6. To determine scores for each man selected for officer mater- ial indicative of his respective decrees of fitness for the differ- ent branches of the army. 7. Tolead to an allotment of officer material to the different branches which both in number and quality would be appropriate to their needs. The solution to the problem involved determining the closest synthesis between the abilities of men, the special needs of dif- ferent branches oi' the f'ervice, and the numbers required in the branches. First, the men were selected who possessed the special train- ing necessary to fill a specialist job because it was relatively easy. Next, the remainder of ti e soldiers were divided into three groups, and their classification for different branches determined by their ratings in the following qualities: 1. Intellect, including academic studies 2. Character 3. Military studies and practice 4. Physique and athletics 5. Command of men 6. Athletic-mechanical ability 7. Scrupulousness These ratings were made by a Rating Board who were guided by uniform principles. "Accurate classification depends upon the securing of such measures of fitness, before the men bive been called upon to demonstrate their fitness by actual performance, as '^ill correlate highly irith the excellence of the later perform- ance. The only method o^ proving that the classification is ac- curate is by finding a high degree of correlation, bet7/een the diagnostic measure and the measure of performance." Dr. Kelley explains in detail the facts of correlation o- partial correlation because they furnish the key for judging the value of a test when the measures of demonstrated fitness are not available. The attempt to estimate and interpret all the relationships relevant to partial correlation is particularly serviceable in suggesting measures wliich may be expected to prove valuable, since a method involving proof is not yet available. The method of determining which of the several jobs the man will best fit is presented. The discovery of the 'best place' for an individual is, in lAr. Kelley's opinion, an obligation for the psychologist to solve. Mr. Kelley gives a full description of the Analysis of Capa- city and concludes that general intelligence is only approximately synonymous with iniative and originality in selecting; appropriate trade habits, and with ability to learn new tasks. The other fac- tors may be expected to be the ones which correlate so highly (.875) with vocational selection. A well-written article. Its study will be worth while to one interested in this field. Kelly, Roy tl. (Fmployment Manager for Poos Brothers, San Francisco, Ca]ifomia and formerly Director of the Bureau of Vocational G'sidance Dividion of Jducation, Harvard University) Hiring the Worker Engineering Magazine Company, 1918. Mr. Kell^ tells us of the work of the Vocation Bureau in Bos- ton in establishing an organization of employment executives, and the results of the association. The purpose of the association was to study the hijnian problem in industry. The members, and all other thinking people, in my opinion, agree that in no other phase of manage ent as in the current practice of hiring, handling and discharging employees are there so much unintelligence, recklessness of cost, and lack of imagination. On the other hand, in the right organization of the employment scheme there would be possibilities of genuine service that would exceed that of the rriost benevolent of welfare projects. The solution Mr. Kfilly presents to the problem is that of recognizing a new profession in the organization of industry - the profession of hiring and developing men. Mr. Kelly advocates the e'S tAbl i shment of a definite training course on a professional basis for the work of handing men. He names the Tuck School at Dartmouth College, and tl« Wharton School of the University of Pennsylvania as two exampler- of institutions of business trailing that provide employment courses a? subjects for instruction. ITe believes that unique opportunities are ahead for cooperation between the forces that make industry roasible. The author presents data secured from employment managers, superintendents and others concerning the employment methods in forty-six firms, representing a total of 66,000 employees. The suTcnary shows the need of iob analysis and highly organized employ- ment department to reduce labor turnover. 'ir. Kelly t^ives samples of specifications 5n .iob analysis as worked out by Vr . Meyer ^loomfield of the 7ocatlon Bureau of T'oston in tVe firm of ^amb«rger and Company of Nevrark, New Jersey for their personnel work. Mr. Bloorafield furnished the employment depart- ment with definite dat:i about actual nerds and requirements in every opening to be filled, and they had available for t! eir employers details and sug-j;estions about the v/ork of the various openings. The aut or states tbit no one has yet been successful in form- ulating a method tho t i= susceptible to scientifi proof or that can be effectively practiced by others. Re believes that arplied psychology umy, in time, prove a hopeful solution. He calls atten- tion to th" growing interest In the vocational guidance movement and the willingness of open-mind^^d executives tocoop?rate in any movement that promises a solution which will be fair to both the employer and the workman. His -work l;^ a discussion of the labor turnover problem, with helpful suggestions of how to cope with it through t} e specially qualified employment manager. Mr. Kelly presents some interesting information in regard to the need for a scientific method of hiring and promoting employees. His wide experience in this field enables him to raake some wise suggestions. His theories are of sane and helpful significance. Kemble, William Fritz, Choosing fcinployees by Mental and ""hysical Tests Industrial Management, January, 1917, pages 447-460; also The Engineerin:^ Magazine, 1917. Mr. Kemble presents a thorough discussion of various methods for analyzing, testin.^, and sorting ei^loyees. Rr is engaged in introducing systems for standardizin ; the general working forces of commercial and manufacturing concerns. He tells us that i'r. Eruce with Professor Tialter Dill Scott, originated a testing system for salesmen which has been tried out in the American Tobacco Company and that the results showed a success about three times as -r'-at as that attained by former methods. ■:^r. Kemble states that by the system introduced in the Curtis Publishing Company the stenographers are producing twenty-nine words a minute as against the former fourteen, the girls receive t^^elve dollars h week instead of ei,^ht dollards paid them for-nerly. He gives us examples of tests for ri^ht and left hand, finj^er speed, and for ambidexterity. he explains the ergograph for testing fatigue, the dynamometer for testing strength of grip. He illus- trates hand measures with table of averages, and outlines a logical basis for calculating and T^eighing tests. Mr. Kemble's article gives us the result of his carefiil and painstaking experiments. He says that he has not as yet secured any reliable data. floTrever, the accompli sVments already recorded by the stenographers tend to show that tests are proving of practical assi'^tance in that field. Lamb, J. P. (liaployment Manager with Cheney Brothers, South Manches- ter, Connecticut.) Intelli-ence Tests in Industry Industrial iianagement, July, 1S19, pages 21-24. Mr. Lamb who has had t'venty-two years of experienf^e with manu- facturing concerns, believes that an intelligence test is only an aid to judgment. It does not furnish infor etion concerning qual- ities such 18 honesty, loyalty, industry, reliability, or the emotional traits. It does furnish a fairly trustworthy index to genoral infor -ati on, imagination, ability to understand and follow directions, mathematical ability, ingenuity, po'A'Pr of analysis, ac- curacy, carefulnr-88, reasoning ability, ability to learri, and mental alertness. lie state?' that hn kno^rs of no othr;r method yet devised that, In practicality of procedure and evidence obtained, equals this method of {ganging 7;eneral intelligence. The use of te^ts, together •wit> other sourcs of information, should, in his opinion, create better ;iudgments in the selection and plac<='n'.ent of employees. He believes that the occupational specifications and the approx- imate intelligence rating necessary to each occupation should be es- tablished. - .' '; ._ '.• lie gives in detail the tests ths.t have been used in the plant which employs 5,000 persons. The averaf,e rating of applicants was fifty-ei^ht percent in accuracy. The avera';e rating of appli- cants employed was seventy percent. This article coming from fin employment raannTcr tends to show that tests are coming up for importsrt consideration in the industrial world. ju Link, lienry C. Employment Psychology The ifacMillan Company, 1919 The Ar^plication of Scientific Methods to the Selection, Training and Grading of Employees. Dr. Link defines employment psychology and shows that although trade and intelligence tests were of great value in classifying the army, yet befor these tests can be applied to a particular industry they must be carefully 'ind scientifically tried out and modified to meet its apncific demands. he analyzes the oxperiments that he worked out in discovering a set of mental tests which covild be used by the employment office in selecting applicants for certain kinds of work. Re tried out a test on two thou and nine hundred persons and his results s' owed that the pisrsonal judgments of the experimenter, foremen, and instru-'tors were not nearly so reliable as the evidence of ti^ie tests. Dr. Link describes his portable labratory. He explains in detail the testin,^ of inspectors, assemblers of cartridge shells, machin- ists, clerks, steno -raph^rs , typists, comptometr sts, aachine-op»ra- tors, draftsmen, tool makers, and tool -maker apprentices. Dr. Link endeavors to bring out by means of a dialogue that there is no such thin;; as ojoneral intelligence and that if there were, it Hould be of little use to employer?; because the^ are in- terested in specific nbilities or kinds of intellisrenoo and not in general abilities. He gives simple illuatrat ons of popular tests and explains the technique of givin;T tests. He discusses the vocational value of tests and points out that man^ useless and costly vocational ex- periments can be eliminated by their applioation and successful ones made possible instead, thus promoting the welfa -e jf the individual worker and the interests of the organization. ne discusses at Bcwae length trade tests and other applications of psychology. lie says that trade tests are a subdivision of psyehologioal tests. Dr. Link describes the use of the "vestibule school" and the factors of selection snd rptrnticn. He mak^s clear that tie aim of employraent psychology is to Rltp.in the viewpoint of the applicant and to further his interests by selecting him for the work which he is best able to do and at which he will be of greatest value to society and to himself. Dr. Link fe^ls the most urgent need of mental tests, in order to get the right man into the right ,job and thus prevent the lar,re labor turnover which, according to his viewpoint, is the greatest evil in industry. This book presents an account of the use of psychola-:;ical tests under working conditions in a wide ran^e of factory and clerical operations with rather simple statistical treanraent. The book would haVR been much more worth-while had it dealt with fewer op- erations and more use of correlations. However, Dr. Link probably had in mind a program of propaganda, and for that purpose, the book has a place Lucky, G. vr.il. The Psychological Clinic in Practice School and Society, 12, Mo. 288, J^dy S, 1920, pagef 6-12. Mr. Lucky mentions the valuable work Alfred Binet has done in devising a method for measuring the mental capacity, common aense, native ^^bility and general Intelligence of iiilivldualfi, espoclally during the years of childhood and adolescence. One of its values is in the arousing of educators and thoughtful pupil to the deplor- able aethod of tho lockstep syst.ea and the n^ed for refora. He states that tho use of ttie intelligence scale has already proveii of great value to the Intel li^eht teachers -n fidaptint; the school ".Tork to the develorment needs, and capacity of the child during the most plastic years. Fie believes the field to be oven larger in the social and industrial lifs, espaci«5Llly in its possi- bilit5es in measuring intellectual ability, selecting the right man for the right place, and in determining the ocoupition best suited for the type of mind represented. I-.e review's the results of the intelligence tepts and Rental rating of 36,500 recruits, of the U.S. Army, who were rated according to mental ability but classified according to occupations. He gives the aental ratings of the men classified accordinf, to occupations on a scale of 100. The lowest were laborers, the highest engineers. Mr. Luckey states that it was this psychological testing and intelli- gent selection of the right man for the right place which devel- oped the new, raw recruits so quickly into such an efficient army. he concludes from this and other studies that the different oc- cupations in which men serve require different decrees of mental ability in ordfr toreach the highest efficiency. He call;= attention to the necessity for the psychological clinic in the care of the subnorroals of tlie feeble-minded class. It is im- portant that they be segregated in order to protect society from increasing moral degeneracy. This three percent, of society furnishes forty percent of the delinquents and criminals. Under wise and sympathetic supervision wind complote segregation during the period of procreation they may became self -supporting citizens without in- jury to society and without burdenins; future -generations with niore of their kind. He gives a few typical oases brought to the clinic and shows fcow they nere satisfactorily dealt with. This article presents to my mind a very forcible argximent in favor of psychological tests for vocational selection. The assist- ance of the clinic enabieel the teachers to place the children '.'^lere they belonged in soi ool. Mr. Luckey gives interesting examples of the results of replacement of two super-intellj.gent children in school. It is agreed among most educators that the schools have not tended to the best development of the brilliant child. And it is obvious that the correct placement of the brilliant child and the subnormal child in school will be a nost important step in vocational sselection. Madsenj I.N. (iJiiiversity of Omaha) The Aray Intelligence Test as a Means of Prognosis in High School School and Society, No. 11, 1920, pages 625-628. Mr. I'.adsen submits in thiR article data s' owin;; the possibil- ities of using the iirmy Intelligence Tost or similar group tests as a means of prognosis in high school. In three hi.-;h schools in Omaha 2,530 students were studied. Four tables are given, showins; res- pectively (a) -aedian scores in Army Alpha Test, (b) sex-differences in tests, one to eight. Army Alpha Test, (c) comparison of median South scores in school marks and intelligence in the/Omaha High School, (d) correlation of intelligence with school marks in the South Omaha High School. The tabulation ahcrxa (l) that the schools rank in order of the percent of the students having parents of /jneriean nativity. The hereditary influences account for ti.ose of the American ancestry ranking first; (2) the boys made a higher median .=core than the girls in the Alpha tests, although the girls have higher median school marks than the boys. Mr. Madsen explains that this is not incon- sistent ^eeause certain emotional traits resulting in greater stabil- ity and docility enable the girls to secure better school marks on a smaller mentnl capital than tlie boya need. (3) Table IV shor-s that the corfalation of intelligence -with school marks is decisive. Pearson's coefficient of correlation formula was used and the result shoTTed tht.t the correlations are all positive and all large enough to be significaiit. To deteriaine whether tiiere in'ould bo any difference in subjects chosen by the students Hcorini:; hi^h and thoMon the basis of reliability of results, the one htmdred and fourteen occupations ^ere i^rotiped into five olasBea. ^e are -^iven ihe t'-hulated results of seventy-four occTipations including range of f^ases and mraler of persons in each. Ttto «;eneral criticisms are discussed: (l) lirriit of dat^^ to dr-^ft rtvotas only; (S) accureoy of the personnel nethods in classifying recruits occupa- tionally and in differentiating between levels of inte ligenoe. However, the results indicated that the table of occupational intelli- gence standards «ould be used in the amy with resulting increased efficiency in the placement of men. A good summary of the claBsification of occupations in the anny by their scores and ratings, Oschrin, Elsie (Barnard College, Colujabia University) Vocational Tests for Retail Salesxromen Journal of Applied Psychology, Volume 2, pages 146-156. Miss Oschrin presents an account of a study made upon sales- women to determine a vocational correlation for sales ability of the lower grade type found in a retail department store. A group of eighteen women were tested with a list of thirteen tests, eleven of which were standard tests. The standard tests were 1. Trabue Completion - Scale A 2. Ruaber Checking 3. Opposites 4. Mixed Tlelationa 5 Verb Object 6. Substitution 7. Color Haming 8. liard Directions 9. Knox Cube 10. Cancellation 11. Association - Kent - Rosanoff. The two ne^r tests •were rearrangement tests. Two tests - one of animals, the other of cities - were presented with the letters in random order. They were limited to ninety seconds for each test Jind were told whether it waa animals or cities they were to name. The remainder of the tests, except color-namint; and Knox Cube, were given in groups, the time-limit being that of the first subject finished for all but the Frabue Completion, for which four minutes were allo7fed. Color name and Knox Cube were j^iven to each member of the group individually. The group waa tested over a period of six ^eeks. Seven objective ratings of each member of the group were obtained. These were 1. Buyer's estimate 2. Salary 3. Teacher's ranking for salesnjanship 4. Panking for General Intelligence by the teacher 5. Average Ranking 6. General Hating 7. Selected Group Judgment. The scores made in the thirteen tests were ranked for each test and correlated with the seven objective ratings by the Spearman formula. Tables of statistics are given. The evidence throtJghotit the experiment seenis to indicate that the type of sales ability called for in a retail department store Is a fairly measurable function in terms of mental tests, with which it sho-ars a definite tendency to correlate positively. Vocational Selection may very well be asade upon the evidence of perfomance in such tests. The three tests ■srhich correlated with an accuracy of .62 were: mixed relations, opposites and rearrangement of animals. This study is of especial interest for the vocational psycholo- gist, for it demonstrates that tests may be used with advantage in determining abilities in retail salescoanship. However, a :;ives the following rules for framing trade test questions: 1. Do not use a catch question (it antagonizes the applicant) 2. Do not use a question with a guess answer 3. Use trade lang'jage (The vocabulary of the tradesman is limited) 4. Do not use a bad practice question. A good mechanic should not te expected to know how to do things the wrong way 5. Be sure that the meaning of all questions is definite. 6. Do not use a question that calls for a long explanatory answer. 7. Be sure that the question involves only such knowled!;8 as must come within the field of experience of a first-class tradesman. Mr. .vatson ^ives examples of trade questions of different tradeB. For these, see pages seventeen and eighteen. He concludes with the atater^^ent that every employment man recognizes that more accurate selection means increased efficiency and lessened turnover. The use of the trade test form of question, having a predetermined value, has been proven to be a surprisingly accurate means of measurement and should ultimately find its use in every eioployraent of f ioe. > Mr. 9ai8on*s article presents a jood statement of the belief of tlie ma.jority of psycholOt^ists regarding the use of the trade test. Ho data are given. iSfstts, TVank (Lecturer in Psyciolojy in the University of Manchester and in the Departiient of Industrial Ad-ninlst ration, Ifeuichoster College of Technology.) An Introduction to the Psychological Problems of Industry, Chapter IV, pages 67-98. Sefw York. The l'mci.?illan Co!:^any, 1921, The book deals mainly with the psychological problems of industry. The author believes that the psychologist should be able to supple- ment on the liuman side what has been so extraordinarily well done on the material side to increase the efficiency of our industrial system. Ee states that the scope of psychology is more or less vague, but he calls attention to the need and possibilities of service for this new science and gives examples of its practical utility. An imrortant branch of the psychologist's work is tohelp solect scientifically the ri^ht rctxn for particular forms of ea^loysent. Mr» .vatts traces the causes of inefficiency and unrest through the direct effects of modem methods and conditions of work upon the workers and throu^^h the nature of hiiman relutionahips eatabliahed in industry. He believes tliat each person has within him decided nat- ive tendencies determining his interest and abilities and that the first thin;- to be done in choosin; iporkers for pirticular pursuits is to determine whether their inatiiactive type is the right one for the task. He thinks the next few years will prove whether tests can be constructed for this purpose. ne slates, however, that in the majority of occupations the principal factor to be considered will be intellif^ence "^hlch is closely akin to instinct, that although the snechanical factors play their part in ;7;eneral eff eiency, they wei.^h less in the effective- ness of the final combination of qualities than the factors of a high- er type. It is because of this that intelligence tests which have called for the highest qualities in their performance have proved most successftil in use, and are, therefore, considered to be one of the most valuable. °°'^^'*i^*i*^°'^® ^y psychologists to indxwtry. l£r. "iatts believes that modern life is bftcoming increasingly suited to those people who possess quickness of mind rather than xu profundity; and honoe the most valuable qualities a person c&n pos- sess fere the speedy thinkin?, and enterprise. These qualities are the ones the intelligence tests disclose. Re reviews briefly the splendid service that the application of ppychological tests rendered the .\aierican Army in the late wur, but st-atea that he oannot agree with Dr. Goddard that these tests •re a fair indication of the mental poirers of his countrymen. Ke thinks they tap only one kind of intelligence. He susuaarizes his principal adverse criticisms as follows: 1. They over-emphasize the factor of speed in Intelligent re- action, 'ihile they taay be excellent for the diagnosis of ability to fill ainor executive positions where promptness and despatch are important, they would rately reveal an r:dison or a Darwin if of slower reaction but of enormously greater intelligence. 2. "They place vorkcra who do not follow clerical occupations at a disadvantage. That is, th^y do not test abilities which are often largely independent of general intellectual ability, so that there are q\jalities of intelligence which may not find a natural means of expression through these tests. 3. They neglect to take into consideration temperament, specific interests which are not literary or mathematical, and other emotional factors. In short, to show an ia-ibllity to score at these tests may not mean that the subject is unintellii^ent. Iven if speed be overemphasized, experiaental work shows that speed does not sifian carelessness but that one good quality most often indicates the presence of other good qualities. And even if the army tests will fail to reveal an Edison or a Darwin, they reveal the abilities of the general population and Darwins and Edisons are rare. Dr. iiiatts believes that Tyhen the psychological test is perfec- ted it will be useful in three distinct ways: (1) it will eliainate personal bias. (2) the psychologist is often able to provide stan- dards or forms calculated froa the perforsnance of many thousands of subjects, so that the perforsiance of any fresh subject can be readily compared with the aversige performance. (3) The application of the psychological test saves time. lie describes the constructior. of teste and states experience will point to the advisability of each industry developing its own types of intelligence test. He believt^s that the fact that certain laechanical aptitudes are essential to the development of skill in any occupation does not mean that we should overlook the equally important fact that interest and intelligence ar© needed to sustain them in working efficiency. He states "The opinion most poptdar at the moment is that there is a place in the industrial nachanism v.'here each of us should naturally T* .', be fitted, and that once there we shall find that all will be for the best for all possible world*." }ia.a oannot be reduced to a mechanism and unless outlets for initiative are accessible to all, vocational selection may be rightly suspected as a sinister method of stereotyping status in the industrial world. This book in the writer's opinion is one of the moat valuable of the theoretical ones in this field. 'Ir, latts deal? in a sane and isparti&l manner with both the eiaployee and employer and makes it clear that this nen' science can prove of inestimable value In the vocations. Kis reasoning, clear and logical, is clothed in simple language that can be read'ly understood. ne is modest in hi a claims for psychology. He never loses sight of the human side of the laborer and his sug,i;e8tions for the application of psychology to industry are in aiy opinion valuable not only to the workers but to society as a whole. .Teaver, 3.0, Trade Tests, Their Construction, Use and Possibilities in Industry Industrial Arts Magazine, <'Ay, 1921. Mr. Vk'eaver calls attention to the definite bf^nefit industry has received from the application of the trade tests worked out in the arn^ during the world war. He defines a trade test, explains its construction and statistical treatment of r- suits. He ,!;ives a sample of trade tests and indicutes situations in which the trade test may be utilized. fie considers trado tests impractical for jobs wh^re loyalty, ability to le;im, initiative, general character, etc. fkv essential factors. However, while 'Ir, iVeaver points out the Inadequacy of the trade test as an indicatioii of the presence of the above mentionsd quslities, he does coanicnd these tests as an important step in the right directicm. Mr. leaver is correct in his eoncltisions that trade testa cannot measure general character. Psychologists agree on that. Thej measure only special skill. Williaas, J. L'wrold The Intelligence of the Delinquent Boy Journal of delinquency, iionograph 1, 1919, page 198. This cccellent monograph presents the results of an intensive study of 470 delinquent boys, aost of theca at the Vfhittier State School. They are classified into five groups, superior, average, noraal, borderline, and feeble-tcinded. Only fourteen boys were fotind in the superior group, -ri-iereas over half were found in the borderline and feeble-minded classes. This seems tc show that delinquency is most frequently found in the groups who rank lew in intelligence. This study by Mr. .filliams tends to show that psychological tests can be of Tery gr at servioe in enabling us to readily separate the f eeble-ninded children from the normal j^roup. ''any of the -would-be delinquents asay be saved by placin;^ thea in a prop- er environment where they can be trained for some occupitlon within their intellig«nce. Vioodworth, Robert S. Psychology lienry ilolt and Company, 1921. Intellijjence. Chapter XII, page 271. I)r. iVcodworth tells us how intslli3;ence is measured, Tsrliat it consists in and presents evidence of its being largely a matter of heredity. Ke states that intelligence tests in expert hands actually give a fairly reliable aeasure of the individual's intelligence. Since most writers on vocational selection adait that the measure of the individual's intelligence is a prerequisite for de- tersiining the right placement of v/orkers, Er. ioodworth's staLeraent of how this may be accomplished v/ill be appreciated. Yerkea, Robert U. (Chairman, R©8«arch Information Service, National Research Council.) The \ievi rtorld of Science New York. The Century Coapany, 1920. What Psychol Oj^y Contributed to the ii&r. Chapters 20 and 21, pages ~^.bl-?i59. The great serviie of psycrolo^y durin ; the war is discussed by I'r. Yerkes under the three heads: Psychological examining con- ducted under the direction of the Surqeon General of the Army and affecting all aras of the military service, the olaaslf 'cation of per onnel in the rirr^y, conducted under the .Adjutant General, and similarly affectin.- the entire aray; and the study of special psychol- ogical problems in the army and the navy, Mr. Yerkfs describes the mode of procrdure in psycholojlcal examining in the army and the principal methods of clfissifi cation which were used by psychologists. There was, first, measureinont of his mental alertness or intelli-ence by the psychological exam- ination. Second, was the determination, by personal interview or by actual measurement , of the man's occurational training, ex- perience and proficiency. Thus the man was rated, classified, in accordance with piiysical characteristics, mental ability and occupation and assigned to his j^lace in the military machine. The psycholo !;ical tests eliminated chance, personal whitn, or bias in measuring and appreciating the y unian factors in the army, and the success of their application proved that the inforaa- tlon obtained was reasonably accurate and thorough. The paychologistB fouitd that to examine soldiers individuedly was too slow to be practical and that eKaml nation by large groups was tie only feasible procedure. They perfocted a system or mode of procedure by which an «xaminini; staff consisting of four psychol- ogists and a force of Bcorin,j; clerks oould examine ss many as l,OfX) fsen daily. First, they sej^rogated a ^roui> according to the space of the ezaminio:; rocass (500 could bo used if space permitted) and sub- divided these into two groups consisting of (a) the literates, men who can speak and read English with a lair de -,r©e of proiiclency, and (b) the illiterates > men who are relatively unfamiliar viih the En,^i«h langxia^e. The literates were given a .^roup examination known as Alpha, irtiic*. consists of eight asarkedly different tests. This examinaticm while it requires little writing does deoand facil- ity in usin,^ written and oral instructions. The illiterate -^roup 'Here given an examination, known as Beta, iirtiich is in effect /ilph^ translated into pictorial form. In t- is examination pantouiine and demcnostratlcn supplant written and oral Instructions. The time recuired for each group exaaination is t-.bout fifty minutes. bub.jects who failed in Alpha were usually given Beta to imrrove their ratings, and trose wiio failed in Beta were ;^iven "ndiv- idual examination in order that they cotild be more accurately and juptly rated. T.^e first thint'; which appeared in the results of the psy- cbolOj^ical Axaainntion of soldiers wis the reiajirkable difference in thp int©llij;ence of individuals and of amy ;?roup8. The rela- tion intellii;ence his to t\.e •ways of using men in the army was demonstrated by the presentation of results of iseasuremenis made in the am^ itself and exhlblled in their relations to the judgEents of experienced offloeta. Two charts are presented showing the relation of intelligence to success and failure of men in officers' tz*aining schools and the relation of ^ntellifrence to success or failure in non-eoinmissioned officers' training school. f'sycholog^oal tests were applied in each of these schools and the grades received by each student careftilly recorded. Then, moiths later, after the students -were given or refused co-naissions according to their respective records, a compu'-lson was .lade be- tween the ratings which each student had received some time previous in the psyoholor^ical tests and the decree of his success in his efforts to win a commission. This caaj^nrison revealed the highly interesting fact that practically all ihe men who received a high grade in the 'psychological tests won their oooraissions and also that only a very saall percenta :e of those who did not receive passing grades in the tests achieved success. This illustrates the vulue of the psychological methods of placement. 1,726,966 men were examined 42,000 men were commissioned officers 7,800 were reported for discharge because of mental inferiority 46,347 men tested under ten years of age in intelligence. It was noted in the psychological examining that the intelligence of men of different occupations varied not only with the individtial but also in quite as definite a way with his occupation. The in- telligence ratin:!:s of groups representing sixty occu'^ations were brought together. A chart is given (page 378) showing the distrib- i ution of intelligence of the middle fifty percent in each occupation. The laborers rank lowest and the engineers highest, Mr. Yerkes givRS a history of trade test development and its application to the occupational classification and placement of men. He illustrates the vital importance of these tests to the amy by concrete examples among which are the methods by which the best men were selectei to serve as gun-pointers for the armed merchant vessels. ^r. Yerkes has set forth the aost interesting and comprehensive facts in regard to use of psychological tests during the late war. lie makes it clear that psychologj' pla.. ed an important part in the i ! classification of men in the various occupations and when we remember that our army is but a replica of industry on a small scale we can understand the important part that psychology can play in vocation- al selection. Yoakua and Yerkes Army Mental Tests "gw York. Henry Holt and Coapani', 1920. Mr. Yoakum and Mr. Yerkes present a good account of the methods and restjlts and practical applications of the administra- tion of mental tests in the army. Aftfr preliminary trial in four cantonnents'psycholpg;ical ex- amining was extended by the v»ar Department to the entire army, ex- cepting only fi;:ld and general officers. Ihe psychologists undor the .Ad,-}utant Jenera.1 ieveloped and introduced throughout the army methods of classifying and aR.<'i";;ning enlisted men in accordance with occupational end educational quali- fic&tions; and al «o inethods of rating; officers for appointment and p-omotion. This work in its relation to vocational guidance was accomplished by the ^ivin^ of two kinds of psycholo,;icjal test.s desi^^pited as the group and individijal test. . The group tests could be .;iven to groups of frome one to 2(X) nen. The time reouired for each group examina- tion v.'as about forty-tfive minutes, no thst one examiner and a s-nall .-;roup of helpers could examine between 500 and 1,000 men a day. The results of these testP were found to ve of extraordinfiry value in aucelerating training of recruits, es, eciall^ iu such difficulties as 1. The discover^' of aen whose superior intelligence sug^^ests their consideration for advancement, for exanule, to posts as non- coaunissioned officers. 2. The discovery of taen whose low grade of intelligence rendered thea either a burden or a menace to the service. 2. The f^election and assi.-naent to development battalions of men who are so inferior mentally, that they are suited only for special work. 4. Ihe prevention of undesirable differences of aental stren ;th between different regiments or companies. 5. The early reco.^nition of the mentally slow as contrasted with the stubborn or disobedient. About two million soldiers v:ere examined with these testa and it •vas found upon assembling the scores that althot^gh the distr^^ution of intelli.^jence scores in any one trade or profession was enormous, they fell into fairly distinct groups according to the civil occupa- tions of the -ecruits. The unskilled laborers ranked lo/est and the engineers hit;hest. Fesults compiled from dnta sho^ that the scientific measurement of general intelligence is of great benefit in estiniating whether a person has the general intelli/jence that is required for average success in any iven trs.de or rrofession. The relation of intelligence to ocf-upatlon as studied in the army is of very obTious importance for educfvtion and for indiiatry. The f^i rn^' studies showed that for wise and effective industrial place- ment and occupational guidance, two things are es-ential: first, definite knowledge of the physical and mental reciuireoients (specifi- cations) of the ^iob, and second, equally definite knowl-^d^e of the physical Qnd mental chirar^teristics and capacities of the individual to be placed. The application of psychological tests in the irmj demonstr ted that it is now possible to prepare specifications and suitably to classify individials with reference to intelligence, education and occupational taste. LIr. Yerkes and ?-!r. Yoakum state, however, that temperaTaent is as iaportant as intellir^ence for industrial placement and vocational guidance and we have es yet no method for measuring it. ihey believe that the nost dangerous thing th^it can happen is to have education, economics, sociology and industry ~accept the results of mental tests uncritically without car-e- fvH study and addiVonal research. They state in this connection that the amy demonstration has proved conclusively that r^sychology has wonderful value in its application to vocations. Ilie book presents an cxcell'^nt detailed account of the applica- tion of the mental tests duria,; the v.ar. Data are given to demon- strate concrete results vhich makes the book a valuable contribu- tion to the relation of p8;^chologi' to the vocations. YoakuaijC.S. ('Director, B ireau of ''erscnnel Research, Carnegie Institute of Technology) Can Executives ^e ^icked by Cental Teats? Forbes, Janmry 21, 1922, pages 259-260. iir. Yoakuta presents in this article a discussion of the use of mental test" in one large concern Ahioh opemtes a chain of stores with headquarters in New York City. This concern has given a mental -alertness test to each and every aiember of the firr. fron the ''resident to the lo-west clerk, and office- boy. The test ^iven is a co^isercial adaptation of the Araay Alpha lntelli,renee Test which waa used in the Army. This test is kno^Tn aw Bureau Test VI. The results of this test were so striking tliat the company has adopted this method of selecting minor executives. The organization is divided into three groups: Executives, minor executives, and clerks. These groups correspond to distinct divis- ions within the caapany. The charts sho-ing scores are g'vensand explained. The highest possible sxore is 184. Five clerks, for example, made scores between and 20, while only two rv.'^e sooees sbove 140. The executives of the company all scored above 60 in the test, and only four fell below 100. The avera,c-e for the sroup was 127. Tre minor executives ranged all the ^way from 45 to 166, •while the average was 119. In this ,^roup only seven individuals out of thirty- five fell below 100. In the clerical ^roup the ran^e of scores was extremely wide - from 2 to 160. The avera-;e was only Sio. Thus, it is obvious that different levels of intelligence are represented by the different groups. From the analysis of test res'olts and thp supporting facts, (for example, one executive and one minor executive who had scored below lOO, and one executive who had scores slightly above 100, v-'ere 8<» inefficient that they were asked to resign,) a critical score of 80 was set. Thsi-t is, it was decided that no applicants for minor exe- cutive positions would be hired if they failed to score above 80 in the test, and those scoring between 80 and 100 would be considered only if Uieir other qualifications were especially {^ood. This plan of selection was adopted by the company ten months ago. rauring this perioci 133 'applicants have been examined . All those scoring below 80 and 100 were rejected with two pxcertions, two scoring between 80 and 100, were hired bee- use of very good recommenda- tions. One of these has already been asked to resign because of his . inefficiency. Forty-nine of the applicants scored above 100 and were hired. Of this number forty-two or eij^hty-two percent are making good, and will furnish dependable material for the snaking of f^iture executives. The oosipany is rvell pleaspd with the results and have set the critical score at 100. .c, Yoakvun states the t> e success of the use of a single test to pick executive material shows that there is direct relit ionship between intelligence - mental -alertness - and executive capacity. Intelligence, of a given asiount, is one essential qualification for a good executive, and the science of applied psycholo^ has developed far enough so that tests of intelli^jence ot least jj've reliable results. A list of sanple questions are ^iven. ' This article shows th'it at least one concern has found the use of psychological tests of great benefit in aiding in the selection of minor executives. INDEX OF SUBJECTS Air Service Tests of Apti- tude for Flying 43-45 Applications of Psychology to Instruction and Industry 45-46 Applied Psychology 49-Bl Arny Intelligence Tests as a i;:eans of Prognosis in High School 66-68 Army Mental T^sts 110-113 Army Tests, Some Res'jlts and Inferences Derived from the Use of, at Uni- versity of Minnesota 96-97 Chan-e of Hind Between Righ School and College as to Life ¥«ork 32 Choosing Employees by Men- tal and Physical Tests. .. .59-60 Classification of Men, the Principles Underlyin,^ 53-56 Comparison of Two Methods of Giving the Number Series Completion Test 10-11 Defectives in the Juvenile Court 9 Executives, Can they be Picked by :iental Tests. .. .113-115 Economics and Modem Psychol - Employees, Choosing by Physi- cal and Mental Tests 59-60 Employees, How to Select 51-52 Empl oyment Heth ods 90-92 Feeble-Minded, the Detecting of in City School Pop\jlationi.40-41 Em}")loyees, Choosing by :ien- tal and Physical Tests. .... .59-60 Fmpl oyment Psychology 61-63 Extension of Selective Tests to Industry 86-88 Flying, Tests of Aptitude for.. 43-45 Hiring the Worker 57-59 Human Efficiency and Levels of Intelligence 37-39 Hygiene, Hental, A Practical Use in Industry ..33-34 Industry, What It Wants and Does Not VJant from the Psychologist 34-36 Intelligence 105 Intelligence Ratings of Occupational 'Groups 75-77 Intelligence of the Delin- quent Boy 104-105 Intelligence Tests in Industry 69-61 INDEX OF SUBJECTS (continued) Interest and Abilities, the Correlation Between.. 21 Principles Underlyin;^ the Clas;^ification of Men 53-56 Measuring the Usef-ulness of Tests in Solving School Problems 81 Mental Tests as a Means of Selecting and Classify- ing College Students .... 84-86 Musical Talent, The Psy- chology of 89-90 Mental and Physical Exam- inations, the Importance of in a Reform Insti- tution 46-47 Mind and Work 72-75 Neurology, Psychiatry, Psy- chology and General Med- icine, the Correlation of as Scientific Aids to Industrial Efficiency. . .11-12 TIew and Practical Methods for Measuring Vocation- al Fitness 80 Number Series Coapletion Test, A Comparison of Two Methods of Giving. .10-11 Personal Relations in Industry 93 Physical and Mental Exam- inations, the Importance of as an Aid to Treat- ment and Training in a Reform Institution. . ,46-47 Practical Psychology 24-25 Psychological Clinic, in Practice 64-66 Psychological Tests as Diag- nostic of Vocational Ap- titudes in College Women. .70-72 Psychology in New Jersey State Prison .41-43 Psychology, the of Musical Talent 89-90 Psychology, Psychiatry, Neur- ology and 'feneral Medicine, the Correlation of as Sciontific Aids to Indus- trial Efficiency 11-12 Psychology, Vocational .47-49 Reasoning Ability, the Sel- ective Significance of.... 13-14 Reliability and Significance of Tests of Intelli-ence. .95-96 Scientific, The Selection of Men 79 Selection by Testa 81-83 Si:Tiple Tests for Office Applicants 39-40 Some Results and Inferences Derived from the Use of the Army Tests at the Uni- versity of Minnesota 96-97 Standardizing Tests for Vocational Guidance 68-70 INDEX OF SUBJECTS (continued) Tests of Aptitude for Flyin.; 43-45 Tests, Army Intelli- zence as a Means of Prognosis in High School 66-68 Teats, Army Mental 110-llS Tests, Coniraercial and How to Use There 29-30 Tests of Intelligence, Reliability and Sig- nificance of 96-97 Tests, Trade 25-27 Tests, Trade their Con- struction, Use and Possibilities in Industry 103-104 Tests, Mental and the high School 32-33 Tests, Mental for Typists and Stenographer 8 . . . . 52-53 Tests, Psychological at Brown University 30-31 Tests, Psychological in Vocational Guidance.. 11 Tests, Psychological for isorkiaen 36-37 Trade Tests 25-27 Trade Test Principles 98-99 Typists and Stenographers, >.fental Tests for 52-53 Use of Psychological and Trade Tests in a Scheme for tVie Vocational Train- ing for Disabled Men.... 83-84 Value of Psychological T^sts in Determining Life Vo- cations 12-13 Vocational Aptitudes for domen, 49 Vocational Education 93-94 Vocational Guidance 14-17 Vocational Guidance, the Aims and Methot^s of 18-20 Vocational Polymorphism. .. .17-18 Vocational Psychology 47-49 Vocational ijolection 72-75 Vocational Selection. ...... B9-103 Vocational Tests for Retail Sales-women.... .77-79 What Psychology Con- tributed to the ?iar 106-110 Trade Tests, their Con- struction, Use and Possibilities in In- dustry 103-104 INDEX OF AUTHORS Addaas , George 9 Anderson, John 10-11 Ayres, Leonard P 11 Ball, Jan Don 11-12 Eerry, C.S 12-13 Bonser, Frederick G 15-14 Breesc, E.3 14-17 BreitTsrieser, J.V 17-lS BreiFer, J.Ll 18-20 Bridges, J.rt. and T^ollinger, V.M. .21 Burtt, Harold E 22-24 Cattell, J. McKeen 24-25 Chapman , J. Crosby 25-27 Clark , J.M 28-29 Cody, Sherwin 29-30 Colvin, Stephen S 30-31 Crathome, A.'P 32 Dickson, Virgil E 32-33 Fisher, Boyd 33-34 Frost, Eliott 34-36 Gsrhardt, P.W 36-37 Goddard, H. H 37-39 Greenwood, G.iT 39-40 Haines, Thomas H 40-41 Hall, G. Stanley and GeisRter, L.R 41 -4S Henmon, V.A.C 43-45 Hill, David S 45-46 Milliard, Edmund B 46-47 Hollinsworth, H.L 47-49 Hollingw^orth, Leta S 49 Kollingworth, H.L. and Poffenberger, A. T 49-51 Hubbell, N.D 51-52 Jaques , Margaret • .52-53 Kelley, Truman L 53-56 Kelly, Roy H 57-59 Kemble, William Fritz 59-60 Lamb, J.P 6©-61 Link, Henry .C 61-63 Lucky, G.W.A 64-66 Madsen, I.N 66-68 Miner, James Burt 68-70 Hur-ray, Elsie 7C-72 liters, Charles .72-75 INDEX OF AUTHORS (continued) Oschrin, Elsie 77-79 Payne, Arthur Frank 79 Poffenberger, a.T 80 Pressey, S.L. and L.W. ..81 Richmond, 11. A 81-83 Roberts, Ralph S 83-64 Rogers, Agnes L 84-86 Rurnl, Beardsley 86-88 Seashore , Carl Lniil 69-90 Shefferman, Nathan W.... 90-92 Simons, A.M 93 Snedden , David 93-94 Thorndike , E. L 95-96 Van Wagenen, 'I.J 96-97 Watson, MAX 98-99 Watts , Frank 99-103 Vioaver , G. a 103-104 /(illiams, Harold 104-105 Wcodworth, Robert S 105 Yerkes, Robert M... 106-110 Yoakum and Yerkes 110-113 YoakuHi, C. S 113-115 UNIVERSITY OF CALIFORNIA LIBRARY BERKELEY Return to desk from which borrowed. This book is DUE on the last date stamped below. i(!]®ffl®[)3 Um„ JuU m LD 21-100m-7,'52(A2528sl6)476 UNIVERSITY OF C • r Divisioa d Voo»tion.ii t'-.i, %o.iu