UC-MRLF 
 
 H F 
 
 'SYCHOLOGICAL TESTS 
 
 APPLIED TO 
 FACTORY WORKERS 
 
 BY 
 
 EMILY THORP BURR, A. M. 
 
 Reprinted from 
 
 ARCHIVES OF PSYCHOLOGY 
 
 Edited by R. S. WOOD WOR 
 
 No. 55 
 
 Submitted in partial fulfillment of the requirements for the degree of 
 Doctor of Philosophy, in th> 1'hilosophy, 
 
 : --rsir.v 
 
 NEW YORK 
 May 1922 
 
EXCHANGE 
 
PSYCHOLOGICAL TESTS 
 
 APPLIED TO 
 FACTORY WORKERS 
 
 BY 
 EMILY THORP /BURR, A. M. 
 
 Reprinted from 
 
 ARCHIVES OF PSYCHOLOGY 
 
 Edited by R. S. WOODWORTH 
 
 No. 55 
 
 Submitted in partial fulfillment of the requirements for the degree of 
 
 Doctor of Philosophy, in the Faculty of Philosophy, 
 
 Columbia University 
 
 NEW YORK 
 May 1922 
 

 TABLE OF CONTENTS 
 
 CHAPTER I. 
 
 A Survey of the Psychological Testing of Factory 
 Workers. 
 
 CHAPTER II. 
 
 The Factory and it's specific Problems. 14 
 
 CHAPTER III. 
 
 The Tests. 19 
 
 CHAPTER IV. 
 
 A Discussion of the Reactions to the Tests. 22 
 
 CHAPTER V. 
 
 The Correlations. 61 
 
 CHAPTER VI. 
 
 Multiple Correlations. 73 
 
 CHAPTER VII. 
 
 Interpretation of the Data. 81 
 
 CHAPTER VIII. 
 
 Confirmation of the Tests: Three Years Later. 84 
 
 Appendix. 87 
 
 Bibliography. 92 
 
 517477 
 
PSYCHOLOGICAL TESTS APPLIED 
 TO FACTORY WORKERS 
 
 Chapter I. 
 
 A SURVEY OF THE PSYCHOLOGICAL TESTING 
 OF INDUSTRIAL WORKERS 
 
 It is rather disconcerting that in the conduct of modern 
 business the handling of the human element has received far 
 less consideration than the development of machinery and the 
 perfection of the materials used in industries. The history 
 of industry shows a gradual increase in the specification of 
 the material factors employed, but not until the last decade 
 has the recognition of differences in the individual been 
 considered. 
 
 In the industrial magazines of former years a great deal 
 more space is devoted to the study of the materials and 
 machinery utilized than to the analysis of the employee and 
 the appreciation of his needs and value. When selecting a 
 machine, managers of industrial organizations are extremely 
 careful to obtain one that is absolutely adapted to the specific 
 work for which it is required, but although there is more 
 variation in men than in machines, in the great majority 
 of cases men are still selected by the most haphazard methods. 
 It should be obvious that even though all factories producing 
 a similar type of goods were to adopt the same kind of 
 mechanical devices their output would vary tremendously 
 because of the differences in the quality of the human labor 
 employed. 
 
 Until recently, neither the employer nor the employee 
 gave much attention to the method of work. The employer 
 interested himself first of all in the Output and the wages he 
 was obliged to pay while the employee concerned himself but 
 little with the matter of Output and a great deal with the 
 matter of wages. The attitude of both toward the amount of 
 energy that must be expended to bring forth results was 
 similarly one of more or less indifference. 
 
 There is consolation, however, in the fact that among 
 progressive employers there are those who are becoming 
 aware that the management and selection of employees is one 
 of the most essential and at the same time one of the most 
 complicated details with which they have to grapple. Un- 
 fortunately, few have known how to go about the curtailing 
 of the waste which invariably results from chance selection 
 and the large labor turnover which inevitably follows. 
 
6 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 In times of business stagnation, there has existed a 
 surplus of applicants for industrial positions and the employer 
 has been rather undisturbed regarding changes in his 
 personnel. During seasons when thd wheels of industry 
 are moving at maximum speed, the undesirables have had to 
 be employed as well as the trained and efficient. In normal 
 times, however, when the selection of employees fitted to 
 their task becomes a factor that influences the cost of 
 manufacture, the employer lays greater stress upon scientific 
 management and is more ready to lend an ear to the theory 
 of proper selection of labor and to the methods and tests 
 designed to determine its fitness or unfitness. 
 
 Psychologists who have observed the incapacity of 
 workers who are suffering from some defect of the brain 
 have tried vicariously to call the attention of employers to 
 the futility of expecting certain results from individuals 
 fundamentally unsuited for the tasks assigned to ttyem, but 
 although there is here and there an inclination to apply 
 scientific methods in the selection of employees, as yet the 
 field is being cultivated more in the pursuit of an ideal than 
 in the interest of industry. 
 
 In order to judge of the fitness of an individual for a 
 specific task, it is necessary to analyze not only the aptitude 
 of the applicant for the work, but also the character of the - 
 work as well. Certain industries demand special dexterity 
 or a degree of mental alertness quite at variance to that re- 
 quired by other concerns. 
 
 The importance of determining the aptitude of a man 
 or woman for a particular job is thus being gradually 
 recognized, but the industrial world has a long journey to 
 travel ere it reaches the same efficiency in this direction as 
 that which characterizes its use of machinery or of raw 
 materials. 
 
 Prof. H. L. Hollingworth recommends that we make 
 psychographs of the different jobs and determine the physical, 
 psychological, intellectual, moral, social and temperamental 
 character necessary for each. (1). This is a task to be under- 
 taken in every trade and in every branch of the different 
 industries so that the mental factors involved in each type of 
 work may be analyzed and the varying degrees of ability 
 which each demands be decided upon. An immense field 
 for investigation of this sort lies open to the Experimental 
 Psychologist and offers an opportunity for an almost limitless 
 amount of research. 
 
 Among the first to recognize the importance of scien- 
 tific research along lines that would aid in the industrial 
 situation were Dr. J. Me. K. Cattell (2) ; Prof. H. Munsterberg 
 (3) ; Prof. H, L. Hollingworth (4) ; Prof. E. L. Thorndike 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 7 
 
 (5) ; Prof. G. M. Whipple (6) ; to whose work reference is 
 made in this paper. 
 
 In 1910, a Vocational Bureau was organized in Boston 
 for the purpose of studying the human facbr in industrial 
 occupations. This seems to have been the first definite effort 
 to analyze trade conditions from the standpoint of both em- 
 ployer and employee. It was found that only incidental 
 attention was given to the subject of personnel organizations. 
 In general, employees were treated only as economic units, 
 and because of the lack of co-operation and understanding 
 between employer and employee the labor turnover was 
 enormous. The Bureau found that only a few firms scattered 
 over the country had separate departments for hiring, training 
 and promoting the welfare of their employees and that no 
 scientific attempt to place applicants in positions suited to 
 their individual capacity was being made by any of the firms 
 then investigated. 
 
 A year after the inception of the Bureau, fifty men who 
 were in charge of the Help Departments in fifty large estab- 
 lishments were asked to meet and discuss the problems of the 
 employee. As a result of this conference, a concerted effort 
 was made to apply the knowledge of the Twentieth Century 
 towards the improvement of industrial practices. (7). 
 
 One of the chief factors which has brought about a more 
 enlightened attitude toward the scientific examination and 
 analytical study of the man or woman for the job, is the 
 success attending the application of psychological tests to 
 army recruits. During the war, the aid of psychologists was 
 enlisted to examine and classify the intelligence of recruits 
 so as to assign them to the duties for which they were best 
 suited. The clever and ingenious tests then arranged proved 
 a swift method of measuring the mentality of a man. Their 
 application is some one million seven hundred thousand cases 
 constituted a calculation of mental capacity on a larger scale 
 than had ever been undertaken. (8). 
 
 A Committee on Classification of Personnel was appointed 
 and it developed a number of Trade Tests which were success- 
 fully utilized in placing soldiers and sailors who came from 
 every State in the Union. The tests were of three kinds: 
 Standardized Questions, either oral or written, Picture Tests 
 and Performance Examinations (9) which were arranged to 
 determine a man's knowledge of the various trades. 
 
 The material for these tests was secured by a thorough 
 investigation of each trade in order to discover suitable 
 questions and comprehensive and fairly simple problems. 
 When a series of questions was finally selected they were 
 standardized by trying them upon groups of experts, journey- 
 men, aprentices and novices. Questions which could not be 
 answered, or work which could not be performed by novices 
 
8 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 served to select the apprentices, while problems which could 
 only be solved by the expert were intended to eliminate the 
 unskilled. Those in charge of the Army Tests claim that 
 their great value lies in their uniformity of method, in the 
 brevity of time required to give them, and in the fact that 
 they are so well standardized, that they can be given by per- 
 sons without special training. There were two kinds of group 
 examinations, one for men able to read and write English 
 fairly well, called Alpha, and the other for persons not able 
 to read and write English called Beta. 
 
 The interest awakened by these investigations of human 
 intelligence has led to the discussion of the applicability of 
 psychological tests ill the industrial and business world. The 
 question of the extent to which the present measuring devices 
 of the army can be applied directly to industry depends, 
 however, as Dr. Chapman so wisely observes, upon whether 
 the conditions of an industry coincide with those of the 
 army. (10). What the results of the Army Tests have proved 
 is that it is no longer necessary to take a chance on a man's 
 intelligence. Furthermore, they have demonstrated to the 
 managers of business concerns a method whereby they may 
 eliminate human waste and increase the efficiency of their 
 employees. Therein lies the secret of their appeal to the 
 business manager. 
 
 The testing that was done prior to that in the army did 
 not arouse very much interest. Thus in 1915, when the 
 American Tobacco Company engaged Prof. Scott to conduct 
 some tests for that concern, there were only a few casual 
 notices of the experiment. (11). The firm wished to have 
 a scientific selection of salesmen made from a group of thirty- 
 six applicants. It was arranged that six managers should 
 interview the applicants and rate each by his own method. 
 The results show the unreliability of haphazard methods of 
 appraisal. The managers did not agree as to whether 
 twenty-eight of the thirty-six applicants belonged in the 
 upper or lower half of the group. One of the men was rated 
 as Number One and as Number Thirty-two, another as 
 Number Thirty and as Number Three, which shows the lack 
 of uniformity in personal judgments. 
 
 John M. Bruce of the American Tobacco Company has 
 applied certain standard tests that have proved useful in 
 that industry. He claims that they determine "fitness, 
 imagination, discernment, tenacity, address and personality/' 
 Each test is given a definite stated value, and the employee is 
 rated according to his deviation from the average standing 
 of the group. (12). 
 
 Thirty of the Efficiency Experts employed by the Cheney 
 Silk Manufacturers were examined by Prof. Scott and the 
 results of the tests correlated with the rating made by their 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 9 
 
 supervisors gave an index of plus .87. Cheney Bros, now use 
 a series of psychological tests when interviewing applicants 
 for high grade clerical and executive position, or when con- 
 templating promotions. (13). 
 
 The firm of Joseph & Weiss rely in a large measure 
 upon the results obtained from psychological tests in their 
 selection of both executives and operatives. They especially 
 emphasize the value of the Directions Tests and state that 
 these tests check up accurately in nearly every case with the 
 status of the men in the ranking made by their bosses. (14). 
 The Dallas Consolidated Railway Company (15) used a 
 series of tests which was composed of questions and a device 
 designed specifically to test the powers of observation of the 
 workmen. It consists of a contrivance representing a trolley 
 track and various obstructions to traffic. The test is based 
 on Prof. Hugo Munsterberg's method for selecting Sea 
 Captains and is supposed, in this case, to determine a man's 
 ability to think and act with speed and good judgment in an 
 emergency. They use also a set of cards which are to be 
 sorted according to the letter which predominates. 
 
 These methods of investigation have proved so valuable 
 in the selection of their employees that the length of service 
 of all train-men has been increased seventy-seven percent 
 in less than five years. 
 
 The Curtis Publishing Company also apply tests ar- 
 ranged by Prof. Munsterberg as supplementary evidence in 
 determining the efficiency and accuracy of their steno- 
 graphers and clerks. (16). 
 
 The Bell Telephone Company have used Prof. Munster- 
 berg's tests to determine the degree of dexterity, memory, 
 attention, accuracy and intelligence possessed by would-be 
 employees, and report satisfactory results. (17). 
 
 In his excellent book entitled "Hiring the Worker" 
 Roy Wilmarth Kelly discusses various applications of psycho- 
 logical tests. Mr. Kelly found that eighteen of the thirty 
 firms to whom he sent questionnaires had separate depart- 
 ments for hiring employees and that all save two had been 
 established about 1912. Each of these Employment Depart- 
 ments had analyzed the tasks demanded of the worker, had 
 recorded findings, and were endeavoring to solve the problem 
 of the labor turnover. He states that only three of the firms 
 were using psychological tests. One firm was much inter- 
 ested in the results he had obtained from three tests. An- 
 other firm had used tests to avoid hiring those who were 
 mentally unfit, and another firm had found tests useful in 
 preventing the promotion of the mentally incapable. In all 
 these cases the tests were employed not as vocational guides 
 but to discover the limitations of the individuals. One firm, 
 to be sure, was formulating some psychological aids to assist 
 
10 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 in the selection of employees. They were using a General 
 Intelligence Test, a Card-Sorting Test, a Word-Building Test, 
 a Trabue Completion Test and a Cancellation Test. No data 
 regarding results or methods was given. (18). 
 
 Some good work in the application of scientific methods 
 to sales-management has been done by St. Elmo Lewis who 
 lays particular stress upon the psychological elements in- 
 volved. He criticizes the fact that too few managers analyze 
 with precision both the job and the ability of the man who is 
 to execute it, and urges the necessity for the two operations. 
 (19). 
 
 Wm. F. Kemble in his recent book, "Choosing Employes 
 by Test," sets forth very clearly that painstaking analysis is 
 needed to differentiate between men who are engaged in even 
 as simple matter as lifting weights, and shows how time 
 may be saved by determining which men are adapted to 
 handling specific degrees of weight. (20). 
 
 One of the most comprehensive studies of the use of 
 psychological tests under working conditions in a repre- 
 sentative industry is to be found in "Employment Psych- 
 ology" by Henry C. Link. The first half of this book 
 deals with the application of psychology to the selection of 
 employes; the second half deals particularly with its appli- 
 cation to the training of new employes, the keeping of 
 records of their activities, and a discussion regarding 
 methods of transfer and promotion. The entire trend of 
 the work described is a scientific attempt to attain the appli- 
 cant's view-point. He urges the use of tests which will 
 discover the applicant's potential skill, his innate ability, 
 and his general intelligence and the amount of his ex- 
 perience. He gives accurate directions for the presentation 
 of a number of tests and the method of marking and re- 
 cording results. (21) 
 
 In an article in "Industrial Management" for April 1920, 
 Dr. Spaeth tells a story of a manager of a large plant who, 
 as the result of the presentation of tests for general intel- 
 ligence, discovered among his employes many with "unsus- 
 pected brains" ! These fortunate "finds" he immediately ad- 
 vanced to the benefit of both factory and the individuals. 
 Dr. Spaeth quotes the results of a few tests made on a large 
 number of girls engaged in the inspection of shells for rifle 
 cartridges. The "inspectors" who were recommended because 
 of their excellent standing in the tests worked much more 
 intelligently and for longer periods than did those girls who 
 received marks below the average in tests. (22). 
 
 Myer Bloomfield has analyzed recently the routine duties 
 of the employes in one of the largest and most progressive 
 firms in Newark, New Jersey. Changes have been made in 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 11 
 
 the firm's organization as a result of his study of both the 
 employes and the executives. He analyzed all the different 
 tasks of the concern and arranged tests to fit each one. Dr. 
 Bloomfield is now connected with the Vocational Bureau of 
 Boston and is carrying on work there of a similar character 
 in a larger field. (23). 
 
 During the year 1917, F. F. Taylor of the Metropolitan 
 Life Insurance Company formulated a questionnaire which 
 he presented to the employes. The results give an insight 
 into the individual characteristics of the men, and proved 
 advantageous in reorganizing the personnel. (24). 
 
 Mons. Jaques has excellent success in choosing typists 
 and stenographers by means of pschological tests and reports 
 high correlations with the subsequent standing of the girls 
 in their actual output. (25). 
 
 In the Manhattan Trade School a series of tests is ad- 
 ministered to see whether a girl has sufficient mental capacity 
 to make her intensive manual training advisable. The 
 Woodworth & Wells Directions Tests and the Easy Opposites 
 are among the tests usually given. (26). Dr. K. Murdock 
 has completed a Sewing Scale by which the work done by 
 these girls may be graded. 
 
 Some of the findings of the Committee on Employment 
 appointed by the National Association of Corporation Schools 
 are of interest because of their reference to psychological 
 testing. In their report for 1919 it is stated that "the 
 number of instances in which tests have been successfully 
 applied warrants the belief that their use can be extended 
 to other industries." They announce also that the "purpose 
 of psychological tests is conservative and their technique 
 sane," and add that the success of any application of them 
 depends wholly "upon the seriousness and thoroughness with 
 which the testing is done." (27). 
 
 Any resume of the application of psychological tests 
 to workers in industry would be incomplete if it did not 
 include some account of the tests conducted by Dr. Helen 
 T. Woolley in the city of Cincinnati. To quote from her own 
 statement, she says, "The Bureau of Vocational Guidance 
 has for its ultimate object the comprehensive study of the 
 problem of child labor with a view to furnishing scientific 
 demonstration of the effect of labor upon children who enter 
 industry early." The children tested were a group of eight 
 hundred boys and girls, over fourteen years of age who came 
 to the Working Certificates Office during the year 1911-1912 
 to secure working papers. They were tested in serial order 
 whenever they chanced to apply at the office. The scheme 
 made provision that each of the children should be retested 
 mentally and physically each of five succeeding years. (28). 
 
12 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 In connection with the study made by Dr. Woolley, the 
 Chamber of Commerce of Cincinnati, under the direction of 
 Supt. H. C. Storm, has undertaken a survey of the general 
 industrial situation of that city. He has organized the 
 Public School System so that it may co-operate with the 
 shops especially in reference to the printing industry which 
 is an important one there. The work is still in an experi- 
 mental stage, and the results have not been published. 
 
 Bernard Muscio in his "Lectures on Industrial Psych- 
 ology", discusses the question of the desirability of the appli- 
 cation of psychology to industry. He demonstrates that by 
 adapting psychological methods to industry it has been found 
 possible to obtain a given output from a smaller expenditure 
 of human energy than has hitherto been found necessary, 
 and he urges Psychology to turn to its laboratories again in 
 order to better what has been done and devise practical ways 
 for furthering its application to industrial work. (29). 
 
 It seems probable that much of the social unrest in the 
 world is due to the misfits in the industrial world. The 
 worker's lack of interest in the task assigned to him, and 
 often almost total inaptitude for the work makes him a 
 drifter. The concensus of opinion on industrial conditions is 
 that it costs from fifty to two hundred dollars to train a person 
 for a position. Each individual manager is well aware of the 
 costly and discouraging features involved in the constant 
 changes of his personnel. But many of these managers must 
 still be convinced that, at least to a large degree, this bugbear 
 of all industrial management, the labor turn-over, can be cut 
 down by the exercise of greater care in engaging employees 
 who are suited to their jobs. 
 
 The history of Vocational Psychology has been one of 
 trial and error, and it needs must be conducted empirically for 
 a long time to come. In its very essence it is made up of 
 variable elements for some jobs change character almost 
 from day to day, and the instability of the human element 
 is readily conceded. In any review, then, that one makes of 
 the subject of psychological testing one should note that the 
 Vocational Tests are still for the most part in the experi- 
 mental stage. There are no cut and dried methods that apply 
 to all industries alike. Each one must solve its own problems. 
 (30). 
 
 Tests have been standardized successfully in only about 
 seven special lines of work other than "trades." The tests 
 for the "trying out" of typists, stenographers, correspondents, 
 labellers, clerical workers, inspectors, seamstresses and sales- 
 men have all proved satisfactory and the norms established 
 in each are reliable. (31). 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 13 
 
 The Trade Tests that were being standardized for use 
 in the Army under the direction of The Committee on the 
 Classification of Personnel have not yet been published. 
 They were devised for some seventy-five or a hundred different 
 types of trades and will doubtless be of greatest value when 
 given to the public in the interest of vocational guidance. 
 Dr. Chapman has described certain tests applicable in about 
 thirty trades, and in his book entitled, "Trade Tests" gives 
 accurate directions for their use. (10). 
 
 The study described in this paper was undertaken to 
 demonstrate the value to be derived from the application of 
 psychological tests in a hitherto unexplored field of industry. 
 In addition to performing this function, the investigation is 
 destined to give us information regarding the general intel- 
 ligence of a certain group of women and girls who are earning 
 a livelihood in industrial work. The mentality of delinquent 
 women has been subjected to painstaking examination, (32), 
 but the mental development of women factory hands, none of 
 whom have failed to adjust themselves to social requirements, 
 has received inadequate attention. 
 
Chapter II. 
 THE FACTORY AND ITS SPECIFIC PROBLEMS. 
 
 Every time it is definitely proved that the reactions to 
 any test, or to any group of tests, provide a means for the 
 measurement of the capacity of candidates for a certain type 
 of industry, a distinct service is rendered, not only to the 
 employer, but to all potential employees. 
 
 The Experimenter secured the co-operation of E. 
 Eisemann & Company, owners of a Feather and Fancy Orna- 
 ment Factory situated at 63 West 38th Street, New York 
 City, and received permission to submit their employees to a 
 series of psychological tests. 
 
 Several days were spent in observing the work of the 
 factory and studying the operations in the different depart- 
 ments. The Experimenter, although not actually serving at 
 the bench, tried out each type of work herself so that the 
 analysis might be as accurate as possible. Various members 
 of the firm, as well as the heads of departments and the 
 factory hands themselves, were interviewed and the Experi- 
 menter was able to profit by many of the suggestions they 
 made. 
 
 The_ Manager said that he had relied largely, when en- 
 gagingrismployees, upon the impression made upon him by 
 
 the general appearance of the applicant and hor__roplio8 
 " he would save time if he^\ 
 
 have a more scientific method on which to base his 
 
 __ 
 is questions, but he addecTthat he would save time if 
 
 decisions. He recognized the fact that his method did not 
 permit him to Higpnvpr natural aptif-.j^pa and he therefore 
 formed his concepts of character and ability from nhfmrvatlon 
 alone. He would be glad, he said, to utilize a series of tests 
 by which he might sort out applicants for employment, or 
 use when promotions were to be made. 
 
 Before analyzing the characteristics which employees in 
 this factory should possess, a careful study of each type of 
 work had to be made. 
 
 The factory is divided into six distinct departments as 
 follows : 
 
 FANCY DEPARTMENT 
 
 SELECTING DEPARTMENT 
 
 BENDING & FINISHING DEPARTMENT 
 
 14 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 15 
 
 BOA DEPARTMENT 
 DYEING DEPARTMENT 
 ERRAND DEPARTMENT 
 
 The work in the "Fancy Department" consists of sewing, 
 glueing and assembling in endless combinations all sorts of 
 feather materials in duplication of a presented model. This 
 jiecessitates the exercise of judgment, discrimination, .the 
 ability to follow instructions and dexterity both with the 
 jteedleand with the fingers! If a girl be imbued witkjni: 
 agination, initiative and creative ability, she is encouraged 
 to originate models of her own design? In general, a higher 
 jjrder^of mentality than that required in the other depart- 
 ments is^cfemaridecl of the workers in this field, and conse- 
 quently these girls receive the highest salaries. 
 
 The greatest _jiurnber of girls is employed in the 
 "Selecting Department" where the task consists of sorting the 
 feathers according to their length and, width. This requires 
 the exercise of the powers of concentration and observation 
 and demands a rapid visual estimate which must be accurate. 
 "^STfair^degree bTdScrmnnAH^isneedeSy This work is of 
 a monotonous nature and involves the continual exercise of 
 the same muscels of the body and of the same elements of the 
 mind. Since the work is monotonous and not particularly 
 interesting thejajjoj^urnavejiis greateaL-La-thia department. 
 The work is divided into two sections, one which the raw 
 feathers are sorted and the other in which the dyed, finished 
 product is assembled. 
 
 The "Benders and Finishers" are engaged, as the de- 
 signation implies, in the work of forcing the feathers into 
 certain predetermined shapes. Manipulative skill, a_jgreat 
 deal of patiencean^dsuj^iejit_inlfiiligencp to ..follow instuc- 
 tlons areneedecT Attention is the most important factor 
 upon^wTTich demand is made. 
 
 In the "Boa Department" the work requires the same 
 dexterity and persistency but under more trying circum- 
 stances since the bits of feather to be assembled are very 
 small and accuracy in manipulation must not be sacrificed 
 to speed. Girls of a nervous temperament are sorely tried by 
 work of this character and rarely accomplish the same amount 
 of work with the same amount of exactness as do fellow- 
 laborers blessed with a more phlegmatic disposition. 
 
 The "Dyeing Department" employs more men , than 
 women and its secrets were not divulged beyond tTie fact that 
 
 and-aAir degree of intelligence 
 
 are_jiecessary ^requisites. Only two girls (167 & 117) from 
 tHIs department were tested. 
 
 In the "Errand Girl Division" the work consists mostly 
 of fetching and carrying from one department to another. 
 
16 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The youngest and least experienced girls do this work, usually 
 serving an apprenticeship as errand girls before being trans- 
 ferred to one of the other departments. It was, therefore, 
 deemed of interest and importance to give them tests to deter- 
 mine for whlcjL type_offactory work they were best suited. 
 As Errand Girls per se, ar3ai-ininr^^ 
 
 ness and co-operation as well as good comprehension are 
 obviously the most essential characteristics demanded. 
 
 Racially, the workers might be divided, either by birth 
 or descent, into four fairly distinct groups consisting of 
 Austrians, Irish, Italians and Russians. The factory manager 
 stated that he endeavored to keep these groups more or less 
 distributed so that there would be slighter danger of labor 
 union interference and the disturbance which would of 
 necessity be caused when Jewish and other holidays occurred. 
 
 In reply to questions regarding their attendance at school, 
 thirty- two of the subjects said that they had been graduated 
 from the Public or Parochial Schools of New York City. 
 
 One girl had left school when in the Third Grade; three 
 when in the Fourth Grade; two when in the Sixth Grade; 
 seventeen when in the Seventh Grade; and eight when in 
 Grade Eight. The remainder "could not remember" what 
 grade they were in when they last attended school. Although 
 the Experimenter was unable to verify these statements, 
 there is no reason to doubt that they are in the main truthful. 
 
 TABLE ILLUSTRATING ABOVE SCHOOL HISTORY 
 
 Graduated of P. S. or Parochial Schools 32 
 
 Left school when in grade indicated, 
 
 Third 1. 
 
 Fourth 3. 
 
 Fifth .... 2. 
 
 Sixth i 7. 
 
 Seventh 17. 
 
 Eighth A 8. 
 
 Did not recall 5. 
 
 Total No. of subjects 75. 
 
 When asked at what age they had last attended school, 
 the replies indicate that the average age of those who left 
 school before they were graduated was 14.5 years and the 
 average age of those who did graduate was 13.73 years at the 
 time of graduation. This suggests that the first group is 
 composed of persons of a slower and less keen mentality than 
 is to be found in the second group. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 17 
 
 Many of the subjects regretted their lack of education yet 
 said that they had been able to do their factory work fairly 
 well and they seemed to like it in spite of its rather limited 
 possibilities, that is they probably preferred work to school. 
 They had all left school without having acquired any definite 
 industrial or business training and it was by mere chance that 
 they had drifted into this type of work. An introduction by 
 relatives or friends already in the factory was the decisive 
 factor. There had been no consideration of the suitability 
 of the person for the job. 
 
 The subjects ranged in age from fourteen to fifty, but 
 the majority were between sixteen and twenty-one years of 
 age, as is indicated in this table: 
 
 Ages 14 15 16 17 18 19 20 21 22 23 24 25 26 36 40 50 
 No., 1 3 5 15 12 7 12 4 4 6 3 3 1 1 1 1 
 
 The spirit of the employed force was wholesome and 
 pleasant. The Employer provided sick benefits, a service 
 of free umbrellas and rubbers on rainy days, a small cir- 
 culating library, and at more or less frequent intervals, social 
 events which were arranged either by the firm directly or by 
 the employees with the aid and support of the firm. 
 
 There were, therefore, no ulterior and difficult factors 
 to be overcome before the testing was begun. No artifical 
 or abnormal conditions that required adjustment seemed to 
 exist. 
 
 While analyzing the jobs, the question of what tests to 
 use was borne constantly in mind. There should be, it 
 it seemed, an estimate of the level of intelligence from the 
 standpoint of the individual and of the various groups 
 engaged in the performance of the different types of work. 
 
 The Management emphasized especially the importance 
 of ascertaining the capacity of a subject to comprehend and 
 carry out instructions, so Directions Tests must be given to 
 measuie UiiiTparticuTar ability. 
 
 In addition to these estimations, the perception, memory, 
 judgment and reliability of the employee should be de- 
 termined. She should be tested also as to her aptitude for 
 making eye-hand co-ordinations. Her steadiness of control 
 and concentration when a monotonous task is demanded of 
 her should by all means be measured. 
 
 The degree of dexterity she possesses, her sense of 
 color and proportion should in some way be demonstrated 
 by the test-results. 
 
18 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The tests eventually chosen are described in the next 
 chapter. Just what distinctive mental traits are denoted by an 
 ability to perform this or that specific test cannot be definitely 
 determined. There is too much over-lapping of mental 
 qualifications to make this possible, but we can, in a measure, 
 suggest some of the most important abilities demanded in 
 the execution of the different tests. 
 
Chapter III. 
 THE TESTS. 
 
 In order to establish test conditions as nearly standard 
 as possible the co-operation of practically every one in the 
 factory was sought and readily obtained. In addition, a 
 spirit of keen interest in the tests and of friendliness toward 
 the Experimenter was created which aided materially in the 
 testing. The reasons for the investigation were explained 
 to each one in turn. There was difficulty in gaining the con- 
 fidence of but one of the subjects, an older woman, who felt 
 that she was about to be submitted to some indignity that 
 reflected upon her age and long connection with this business. 
 She became interested, however, before she had progressed 
 very far with the tests, finally confessed that she used to love 
 school and wished she could have "gone higher." In the 
 testing, therefore, little need be discounted on the score of 
 nervousness or a lack of co-operation. 
 
 The seventy-five subjects who were examined by these 
 tests and whose records are discussed later, spoke English 
 readily and possessed a vocabulary, which if limited in scope, 
 was yet used with perfect understanding and significance. 
 
 The Manager permitted the employees to leave their 
 work for the tests, and since no recreation time was en- 
 croached upon, they were grateful for this break in the dull 
 monotony of their daily tasks and reacted in a cheerful 
 manner. In several cases, subjects expressed a positive 
 delight in the tests which one of them described as "grand 
 fun." 
 
 -The tests were conducted in the Rest Room of the 
 Factory and extended over a period of many weeks. The 
 workers were examined singly, a proceeding that is probably 
 unprecendented in the history of the testing of factory hands. 
 
 Before the actual testing was begun, the workers were 
 made familiar with the method of examination by a series 
 of preliminary tests the results of which were neither 
 recorded nor used. This was done largely to eliminate the 
 initial nervousness which fear of the "unknown" might have 
 instilled in the hearts of some of the girls. 
 
 Each subject was given an identification number which 
 appeared on all her test sheets. To distinguish between her 
 identific number and the order given her in the firm's 
 ranking, 100 was added to each identifying numeral. Thus 
 
 19 
 
20 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 all numbers over 100 refer to the examiner's classification, 
 while all numbers below 100 refer to the firm's classification. 
 
 A stop watch was used and the time required for the 
 performance of each test was recorded. 
 
 The Experimenter found as did Dr. Link, (21), that 
 unless the stop watch is concealed from the subject's view, 
 she is inclined to be nervous and distracted by the idea that 
 she is being timed. Only in certain tests were time-limits 
 enforced. Limitations as to time would have defeated, in a 
 measure, one of the secondary aims of this investigation, 
 namely, to HAtpr^inp how fhp fimp records of these girls 
 wJKx_are all engaged in factory work, compare with ihose #f 
 Bother types of subjegtsl 
 
 The directions were given orally because it was found 
 that the girls follow spoken instructions much more success- 
 fully than written ones. The test sheets were kept face 
 down until the subject was directed to begin. 
 
 Instead of devising many new tests, it seemed wise to 
 employ tests in which norms could be used for comparative 
 purposes. No detailed description of these tests is necessary 
 inasmuch as they are widely known. The new tests which 
 were arranged solely for use in this particular type of in- 
 dustry are discussed under the Sixth Group of Tests. 
 
 The mode of presentation and of scoring these Special 
 Tests is in the Appendix. 
 
 The following is a list of the tests, presented in the 
 order in which they were used: 
 
 I. General Intelligence Binet-Simon 
 
 (Goddard Revision.) 
 
 II. Association Tests Woodworth & Wells 
 
 A. Easy Opposites. 
 
 B. Mixed Relations No. 1. 
 
 C. Mixed Relations No. 2. 
 
 D. Substitution. 
 
 III. Cancellation Tests. 
 
 A. Digits Cancellation. 
 
 B. Letter Cancellation. 
 
 VI. Linguistic Tests. 
 
 A. Trabue Completion. 
 
 B. English-African Proverb Test-Ruger. 
 
 V. Directions Tests. 
 
 A. Easy Directions No. 1. 
 
 B. Easy Directions No. 2. 
 
 C. Hard Directions. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 21 
 
 VI. Special Tests for this Industry. 
 
 A. Judgment Test. 
 
 B. Card Sorting Test. 
 
 C. Sorting Test. 
 
 D. Discrimination of Color Test. 
 
 E. Motor Control Test. 
 
 F. Feather Sorting. 
 
 G. Weight and Form Test. 
 
 SPECIAL TESTS FOR THIS INDUSTRY. 
 
 These tests were arranged to call forth the different 
 types of activity demanded in the several departments of the 
 Factory. 
 
 Since the Selectors must judge feathers from the view- 
 point of length, width and color as well as quality and 
 suitability, Tests A., B., C., D. and F. should be especially 
 desirable to aid in the discrimination of workers in this 
 department. 
 
 The Boa and Stringer Department requires some ability 
 to form judgments and a great deal of motor control, hence 
 Tests A. and E. should be found useful indices of the best 
 workers in this department. 
 
 For the Fancy Department Tests A. and D. seem to be 
 indicated particularly. 
 
 The tests that require discrimination and quickness of 
 perception may very profitably serve to demonstrate the 
 degrees of proficiency attained by the various employees. 
 
 The Sorting Tests and the Discrimination of Weight 
 and Form Tests should reveal the manual dexterity possessed 
 by the girls. 
 
 The determination of the general intelligence of a girl, 
 and her ability to comprehend and carry out instructions 
 given her have been left to criteria established by the 
 tests in which norms have already been ratified. The cor- 
 relations derived from a comparison of the standing of the 
 members of this group in the tests and their rating in the 
 work of the factory is described in detail in Chapter Five. 
 
 The application of several tests has been employed in 
 each case rather than the arbitrary presentation of a limited 
 number of tests. Ability in one test compensates for 
 deficiency in another, hence to present tests requiring dif- 
 ferent mental functions is the fairest way to form an 
 estimate of the individual's capacity. 
 
Chapter IV. 
 
 A DISCUSSION OF THE REACTIONS. 
 I. The Binet-Simon Test. 
 
 This test as arranged by Dr. Goddard (33) was presented 
 in the prescribed manner to each of the seventy-five subjects. 
 
 The mental ages of the individual in the group range 
 from 8.6 to 12. with the crude mode at 11.2. Twenty-nine 
 fall below the mental age of 11 and only two attain a rating 
 of 12. One employee passed but one test, (X-l), above the 
 8th year, and two others received a mental age of 9.4 and 9.6, 
 respectively. The girls who had the lowest grades of mental 
 development were found, with two exceptions, to be working 
 on the boas, or bending feathers, or sorting them. 
 
 The distribution of mental-age on the Binet Scale may be 
 observed by an inspection of this table in which the mental 
 age is indicated and the percentage of subjects obtaining 
 each age is given beneath it. The Median Age is 11: S. D. 
 is 1.1358. 
 
 Mental Age 
 
 12 
 
 11.8 
 
 11.6 
 
 11.4 
 
 11.2 
 
 11 
 
 10. 
 
 % of Subjs. 
 
 3% 
 
 12* 
 
 11% 
 
 9% 
 
 18% 
 
 8% 
 
 11% 
 
 Mental Age 
 
 10.6 
 
 10.4 
 
 10.2 
 
 10. 
 
 9.6 
 
 9.4 
 
 8 8 
 
 % of Subjs. 
 
 11% 
 
 8% 
 
 3% 
 
 3% 
 
 1% 
 
 1% 
 
 1% 
 
 It is interesting to note how the results of this group, 
 measured by the Binet-Simon Scale, compare with the records 
 made by other groups. 
 
 Dr. Katherine B. Davis (34) in her Study of Prostitution 
 in New York City writes that among 647 women at the Bedford 
 Reformatory examined by the Binet tests, there were but 
 two who measured 12 years mentally, twenty-six measured 
 11, and forty-four obtained a mental age of 10. The rest 
 were below 10 mentally. 
 
 In this Bedford group, one-third of one percent had a 
 perfect score compared to 2.66 per cent in our factory group ; 
 and while only four percent of the former group ranged in 
 mental age from 11 to 11.8., inclusive, fifty-eight per cent, in 
 
 22 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 23 
 
 our group reached a mental age ranging from 11 to 11.8 
 Furthermore, whereas, 6.8 per cent reached a mental age of 10 
 to 11 in the Bedford Group, thirty-four percent received a 
 like grading in the factory group. We may conclude, there- 
 fore, that this selected group of factory girls is of a higher 
 type of mentality than the delinquents. Their opportunities 
 along educational and social lines have been similar and one 
 is led to deduce from a comparison of the results of these 
 tests that the radical differences in the two groups are due in 
 large measure to variations in native capacity. 
 
 The Binet-Simon tests conducted by Dr. Olga Bridgman 
 and Dr. L. Morrow at the State School for Girls at Geneva, 
 Illinois, show that but six of the girls are capable of passing 
 the 12-year Test. Fourteen of the sixty tested were retarded 
 from one ,to three years, and the remaining forty were 
 retarded more than three years. The girls were all over 
 sixteen years of age. That is eleven were retarded from 
 four to five years and twenty-nine from six to thirteen years. 
 (35). 
 
 In giving the Yerkes adaptation of the Binet-Simon Test 
 to a group of mill-operatives, Dr. Yerkes found that errors 
 were committed in all but three of twenty tests. In a 
 Y. M. C. A. group, to whom the same tests were given, errors 
 were made in all but five of the tests. Both of these groups 
 consisted presumably of persons who had as good or better 
 schooling than had the factory girls, yet errors were made 
 in nearly every test. One can make no exact comparison 
 between the Goddard revision and the Yerkes adaptation of 
 the Binet, but this notation seems of interest inasmuch as 
 basically the two tests are alike. (36). 
 
 In the "Report on Sensory and Mental Tests" made at 
 the Idaho Industrial Training School, the author states that 
 no attempt was made to apply any tests above the 12-year 
 Scale of the Goddard Rivision of the Binet-Simon Test. All 
 subjects who passed the 12-year Tests were counted normal. 
 Eighty-three received a rating of 12., while fifty-five tested 
 below twelve and were consequently called sub-normal. (37). 
 
 In his results obtained from a study of "The Measure- 
 ments of Delinquents," T. H. Haines (38) states that among 
 the one thousand individuals to whom he gave the Binet- 
 Simon Test, five hundred sixty-three were rated below the 
 12th Year. In this connection, he speaks of the fact that 
 some examiners, who use this scale, class those who measure 
 below 12 as Feeble-minded, and he proceeds to disprove the 
 method of classification that arbitrarily places the standard 
 of demarcation at 12 years. 
 
 The rigid application of such a rule as this would place 
 all save two of the Factory Group tested in this experiment 
 in the sub-normal category, an obviously absurd classification. 
 
24 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Both Prof. E. L. Thorndike (39) and Dr. Stern (40) 
 have shown the inaccuracy of the Binet rating above the age 
 of 9 Years, and it must be conceded that to place the line of 
 demarcation between the normal and the Feeble-minded at 
 the 12- Year level on the Binet Scale is arbitrary and scien- 
 tifically questionable. The amount of retardation that makes 
 it impossible for an individual to manage her affairs varies 
 with the individual and is to a large degree dependent upon 
 her environment. In factory work, a girl of high intel- 
 ligence is not necessarily the most desirable. One may note 
 in this investigation that girls who have a mental age of 
 10 years, or thereabouts, are making good in this factory. 
 
 Let us next consider the individual tests of the Binet 
 Scale, ranked in order of difficulty, beginning with the one in 
 which most errors occurred. 
 
 This proved to be the repetition of sentences (XII.-3), 
 in which 87 per cent, of the subjects failed. The dissected 
 sentences came next with 62 per cent, incorrect; while 56 per 
 cent, of the girls yielded to suggestion; 47 per cent, could 
 not repeat seven digits (XI-1) in two out of three trials; 
 47 per cent lacked sufficient visual memory and analytical 
 skill to reproduce the two designs (X-2) ; 44 per cent, were 
 unable to discriminate between small differences in weight 
 (IX-5) ; 29 could not repeat six digits two out of three trials 
 (X-3) ; 12 per cent, failed to give definitions of "Charity," 
 "Justice" and "Goodness" (XII-2) ; and 12 per cent, were un- 
 able to construct a sentence to meet the requirements of the 
 Tenth Year (XI-5) ; 10 per cent, were unable to answer the 
 Comprehension questions (XI-4) ; 9 per cent, gave the defini- 
 tions of simple objects in functional terms only (IX-2) ; 6 per 
 cent, did not give sixty free associations in three minutes 
 (XI-3) ; 5 per cent, of the girls did not see the absurdities 
 (XI-1) ; 2 per cent, could not repeat the names of the months 
 without more than one error (XI-4) ; and one person (151) 
 could not make change. 
 
 It has been stated that the subject finds the Binet test 
 difficult in proportion to the time that has elapsed since his 
 formal education ceased, but our results reveal nothing con- 
 clusive on this point. There are as many failures, com- 
 paratively, among those fresh from school as among the older 
 girls and women who have been out of school many years. 
 School Training to judge from an inspection of the table 
 given below, has not influenced to any extent the rating on the 
 Binet Scale of the members of this group. In this table, the 
 employees are arranged on the basis of their grade on leaving 
 school. The failures in the individual Binet Tests are indicated 
 and the range in mental age of each group of those who left 
 school when in a like grade are noted. It may be observed 
 that the type of failures do not differ much from one group to 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 25 
 
 another. Thus, some public school graduates have a mental 
 age of 10.2 while other subjects who left school from the 
 4th., 5th., or 6th. grade have received a mental age of 10.2; 
 11.2; 11.8 etc. 
 
 This peculiarity is in keeping with results obtained in 
 the testing of other groups, notably the Army Group, where 
 it was found that some of the highest intelligence records 
 were made by men who stated that they had never completed 
 the Elementary Grades. 
 
 It seems, therefore, that we are justified in concluding 
 that the Binet-Simon Test is a measure of General Intelli- 
 gence and native capacity which does not depend to any 
 great extent upon school drill. 
 
 TABLE 3. THE BINET SIMON TEST RESULTS ANALYZED ON 
 THE BASIS OF SCHOOL ATTENDANCE. 
 
 Group I. The thirty-two subjects in this group are gradu- 
 ates of Public or Parochial Schools. Their mental 
 ages range from 10.2 to 12. The different tests in 
 which these subjects failed to receive credit are 
 noted below under the special test indicated: 
 
 IX 
 
 XI 
 
 XII 
 
 (Mental Age). 
 
 5 
 
 4 
 
 2 
 
 8 
 
 3 4 
 5 2 
 
 5 
 1 
 
 2 
 
 6 
 
 3 
 
 1 
 
 4 5 
 111 
 
 1 
 12 
 
 2 3 
 118 
 
 4 
 15 
 
 5 
 
 7 
 
 (Test Number). 
 (No. of Subjs.). 
 
 Group II. The seven subjects in this group left school in 
 the Eighth Grade. Their errors are indicated as 
 above. Their mental ages range from 10.6 to 11.8. 
 
 XI 
 
 XI 
 
 XII 
 
 (Mental Age) 
 
 5 
 3 
 
 2 
 6 
 
 3 
 1 
 
 1 
 
 , 2 
 
 2 
 2 
 
 3 
 6 
 
 4 
 6 
 
 5 
 2 
 
 (No. 
 (No. 
 
 of 
 of 
 
 Test). 
 Errors) . 
 
 Group III. Tfye nineteen subjects in this group all left school 
 when in the Seventh Grade. Their errors are 
 indicated in the same manner as are those of 
 Grade I. The mental ages in this group range 
 from 10.2 to 11.8. 
 
26 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 IX X XI XII (Mental Age) 
 
 2 
 
 8 
 
 3 
 5 
 
 4 
 3 
 
 5 
 
 1 
 
 3 
 2 
 
 5 
 12 
 
 1 
 12 
 
 2 3 
 11 14 
 
 4 
 17 
 
 5 
 
 6 
 
 (No. 
 (No. 
 
 of Test), 
 of Errors). 
 
 Group IV. The twelve subjects who left school when in 
 grades ranging from the Third through the Sixth 
 Grade. Their mental ages range from 8.6 to 11.6., 
 inclusive. 
 
 IX X XI XII (Mental Age). 
 
 5 
 
 7 
 
 2345 
 6333 
 
 2345 
 2517 
 
 12345 
 61952 
 
 (No. of Test). 
 (No. of Errors). 
 
 Group V. Five subjects could give no definite information 
 regarding their school history. The mental ages 
 of these subjects range from 9.6 to 11.8. 
 
 IX X XI XII (Mental Age). 
 
 5 
 2 
 
 2 
 3 
 
 3 4 
 2 1 
 
 5 
 
 1 
 
 2 
 1 
 
 3 4 
 2 1 
 
 5 
 3 
 
 1 
 1 
 
 2 3 
 2 2 
 
 4 5 
 4 2 
 
 (No. of Test). 
 (No. of Errors). 
 
 Since the only Auditory Memory Tests used were those 
 included in the Binet Scale, a brief discussion of their results 
 is of interest. Fifty-seven per cent, of the subjects have at 
 least a seven digits memory span, and of this fifty-seven 
 percent, two subjects passed all the Binet Tests; two obtained 
 a mental age of 10.4 ; two of 10.6 ; three of 10.8 and three of 
 11 ; the remainder were about evenly divided between the 
 mental ages of 11.2 through 11.8. Those who had but a 
 six digits memory span comprised thirty-two per cent. These 
 ersons obtained the following ratings on the Binet Scale: 
 hree per cent, were rated 9.4; 10.4; and 11.6, respectively; and 
 six per cent, of this six digits memory span group had a mental 
 ge of 10.2 and the same per cent, of the six-digits group ob- 
 ained a mental age of 11. 
 
 The Five-Digits Memory Span Group consisted of eleven 
 per cent, of the subjects, and they measured 8.6 (one only), 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 27 
 
 9.6 (one only), 10.4 (two only), 10.6 (two only), while the 
 remainder were graded 10.8 and 11. mentally. 
 
 Thirty-eight per cent, of the Bedford Reformatory women 
 have a Memory Span of not more than six digits; and thirty 
 per cent, fail to recall even that number. (31). 
 
 In experiments with one hundred sixty-five college 
 students, Gates (41) found that the average memory span for 
 the group was 7.7 digits. 
 
 The result obtained from the auditory memory tests 
 applied to this group of Factory Girls have been analyzed and 
 given a Four Grade rating. Grade A denotes that the em- 
 ploye has at least a seven-digits memory span and has also 
 been able to repeat after the Experimenter a sentence 
 containing twenty-three syllables. Grade B signifies that the 
 subject cannot repeat any one of the three sentences verbatim, 
 but does possess the ability to repeat seven digits. Grade C 
 shows that the subject's memory span is limited to six digits; 
 and Grade D indicates that the subject has a five digits 
 memory span only. This method of rating the auditory 
 memory of a subject gives a basis for a fairly explicit type of 
 group analysis that is useful in determining the concentration 
 of employees in different departments of the factory. 
 
 Investigating still further the mental qualities requisite 
 for workers in this factory, the reproduction of the two 
 designs was found to have some "vocational value." It is 
 an exercise that is quite on a par with the mental effort 
 required from the workers in the Fancy Department in du- 
 plicating models submitted to them for reproduction. This 
 is so true that those who failed utterly in this test were 
 invariably found to be employed in other then the fancy 
 Department. 
 
28 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The accompanying reproductions of these designs in- 
 dicate how far astray some of the subjects went in visualizing 
 the models presented. 
 
 1/Z/t 
 
 It is obvious from an inspection of the following Table 
 that employees who fail most decidedly in these tests are 
 not disqualified for work in the Selecting, Boa and Bending 
 Departments. It cannot be chance that no one employed in 
 the Fancy Department has failed in the test. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 29 
 
 Identification 
 
 Rank on Firm-Scale 
 
 Dept. of Factory 
 
 103 
 
 71 
 
 Boa-Stringer 
 
 107 
 
 35 
 
 Selecting 
 
 118 
 
 73 
 
 Boa 
 
 121 
 
 46 
 
 Selecting 
 
 128 
 
 69 
 
 Bender-Twister 
 
 135 
 
 45 
 
 Selecting 
 
 151 
 
 74 
 
 Selecting 
 
 160 
 
 67 
 
 Selecting 
 
 163 
 
 20 
 
 Selecting 
 
 164 
 
 18 
 
 Selecting 
 
 168 
 
 30 
 
 Selecting 
 
 WOODWORTH & WELLS ASSOCIATION TESTS. 
 
 I. Easy Opposites. (42). 
 
 This test was presented in the usual manner. The sub- 
 ject was asked if she understood what is meant by an 
 "Opposite," and three illustrations were given her. She was 
 then told to give the opposites of "Yes," "High" and "Wet." 
 If the girl was unable to do this correctly, the directions were 
 repeated and the words, "Big" and "Up" used as further 
 illustrations. 
 
 In spite of these careful preliminary explanations, errors 
 occurred which showed that the problem had not been properly 
 digested. An analysis of the erroneous reactions reveals a 
 failure to carry over an idea that in several previous cases had 
 appeared to be perfectly understood, or else the inability to 
 differentiate between words that sound alike yet have a 
 different meaning and are spelled differently. There are 
 still other instances in which an attempt at a definition has 
 been made, and some reactions seem only explicable on the 
 ground that associative processes were aroused by the stimulus 
 word alone and the initial reaction was written without further 
 thought. 
 
 "East" and "West" are reactions of this type, when 
 given as opposites of "North." It is probable that had the 
 subjects making these responses been catechized orally on 
 this particular opposite each one would have known that 
 South is the opposite of North. As an opposite of "Slow" one 
 finds "Weak"; and as an opposite of "Weak" one finds 
 "Thin," "Sick," "Brave" and "Well"; and evidently mistaking 
 Weak for Week, some subjects gave "Day" or "Month." At- 
 tempting to define the terms, subjects gave "Tall" and "Big" 
 as antonyms of "Large" ; "Beyond" as an opposite of "Above," 
 
30 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 and "Delicate" as the opposite of "Good." Bua the mental 
 proceses which prompted such reactions to "After" as "Now," 
 "Seen," "Beyond," "Late," "Went," "For," are not easy to 
 analyze. The opposite of "Love" resulted in many failures 
 among which are "False Friend," "Mariage" and "Dont love 
 you." "Come" brought forth such reactions as: "Went," 
 "Going," "Stay," "Before," "Gone," "Don't be gone" and 
 caused more errors than any of the other stimulus words. 
 
 No one neglected to give the correct opposites for "Rich" 
 and "Dark," although they apparently are no less difficult 
 seems probable that errors are due quite as much to a state 
 of mental sluggishness as to a lack of linguistic knowledge, 
 than some of the words that were frequently missed. It 
 
 The average reaction time for this group was 89.1 
 seconds; the average deviation in time was 25.92 seconds 
 and the standard deviation in time was 34.75 seconds. The 
 time range is from 29 seconds to 218." 
 
 The average score was 93.64 per cent, with an A.D. of 
 6.84 and S. D. of 30.45. The median score was 95 per cent. 
 The range in score from 60 per cent, to 100 per cent, on the 
 basis of 5 per cent, credit for each correct response. No 
 half-credits allowed. 
 
 In the tests conducted by Dr. Bronner upon a group of 
 delinquent girls, she reports a range of time in the Easy 
 Opposites Test of 35" to 145", while in her Evening Settle- 
 ment Group, the time range was from 37" to 130". In the 
 Servant Girl Group, there was a time range of 52" to 215". 
 The delinquent girls had no perfect scores, though some of 
 the subjects missed only one-half of one opposite. (45). 
 
 The reports made by the Servant Girl Group in the Op- 
 posite Test show, according to Dr. Bronner, scores in which 
 there were only 5., 6., 11., 12. and 13 correct opposites. In our 
 group, the poorest performance was credited 60 per cent, 
 or twelve opposites right, and 33.3 per cent, had perfect 
 scores. Furthermore, Dr. Bronner permitted half-credits 
 which has not been done in our scoring. While the entire 
 lists of words were not exactly the same, they were of equal 
 difficulty, approximately. 
 
 The probable reason for the prolonged reaction time of 
 the Factory girls is due to the fact that they wrote their 
 own responses. The girls in Dr. Bronner's group did not 
 write their own reactions, and in the Easy Opposites Test 
 conducted by Dr. Weidensall (32) at Bedford Reformatory, 
 the reactions were written for the poorer half of the subjects. 
 These discrepancies in method, unfortunately, make it im- 
 possible to offer any exact comparisons as to the time-records 
 of these various groups. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 31 
 
 2 The Substitution Test. 
 
 This test was presented in order to determine the 
 
 rapidity with which new associations are formed by repetition. 
 
 The practical problem is to combine the greatest possible 
 
 speed with the smallest number of errors and consider both 
 
 factors proportionately. 
 
 The time score is the chief guide because the mistakes 
 are negligible, six as a maximum, and a perfect score in 
 the majority of cases. Yet our aim must be to find a formula 
 which gives full value to both time and error and makes the 
 material directly comparable in the form of one numerical 
 value instead of two. In scoring, the method of penalties 
 described by Prof. Munsterberg was employed. (46). By this 
 method, the approximate range of both the quantitative and 
 qualitative performance was found and then the units on the 
 quantitative range were equated with the units on the quali- 
 tative range. The method equates time and speed, and by 
 evaluating the results of the tests in this way a general con- 
 clusion as to the employees' efficiency may be made. 
 
 The average time score of the factory girls in this test 
 was 176.5 seconds with an A. D. of 23.36., and a S. D. of 37.4". 
 The time range was from 95" to 348.5". 
 
 Since the errors in this group ranged from 1 to 6, this 
 makes the penalty for an error, 40.8" according to the method 
 described above, and the employees were arranged in rank 
 order of merit in the test on the basis of this penalization 
 for errors. 
 
 When this test was presented by Woodworth and Wells 
 to eleven adults the average time required for the test was 
 144.7 seconds, with a Standard Deviation of 12.5" and a range 
 in time of 111 seconds to 176.5 seconds. (43). 
 
 The average time for the first half of the test in the 
 Woodworth and Wells Group was 79.66 seconds in contrast to 
 92.4" required by the Factory girls to do a similar portion. 
 The second half of the test was performed by the Woodworth 
 and Wells Group in 65.1", while the factory girls required on 
 an average 84.2" to do the latter half of the test. 
 
 Dr. Weidensall (31) reports a greater time range than 
 that of the factory group. The Bedford women had a time 
 range of 181.16 seconds to 618.5 seconds. The average re- 
 action time for the first half of the test was 176.83 seconds 
 and for the second half was 118.23 seconds. One is, therefore, 
 justified in concluding that new associations are formed 
 more slowly by the delinquents than by this particular group 
 of factory workers, who, in turn, required a longer time and 
 revealed a wider time range than did the adult group examined 
 by Prof. Woodworth and Dr. Wells. 
 
32 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 B. Mixed Relationship Test No. 1 
 
 Before presenting this test, the Experimenter assured 
 herself that the subject understood fully what she was to do. 
 Three examples were given her, outside of course, of those 
 submitted in the examination; thus, Knee is to leg as Elbow 
 is to? Shoes are to feet as Hats are to? Chew with one's 
 teeth and Sew with one's? In this particular, a deviation was 
 made from the regulation procedure. It will be recalled also 
 that in this and in all other tests, directions were given 
 orally. During the trial testing, the subjects appeared un- 
 accustomed to written instructions, and asserted that they 
 never made written lists of commissions to be remembered, 
 and rarely, if ever, received other than spoken orders. This 
 change in method seemed, therefore, tp be wholly justifiable. 
 
 Inasmuch as this test requires more linguistic knowledge 
 than the giving of Easy Opposites, the scores obtained are 
 correspondingly lower. 
 
 The average score was 61.11 per cent.; the average 
 deviation was 37.62. There were three perfect scores. The 
 median score was 65 per cent. Scores ranged from 10 per 
 cent, to 100 per cent. The Standard Deviation was 44.82. 
 
 The average time required for the test was 196.7"; the 
 A. D. was 53.45; the S. D. was 70.73 seconds. The time 
 ranged from 93 seconds to 400.4 seconds. 
 
 Woodworth and Wells give an average reaction time for 
 a single response of 3.14 seconds, while the time required 
 for a single test in the factory group was approximately 6.83 
 seconds. The subjects in the former group were college 
 students habituated to intellectual exercises, and, therefore, 
 scarcely comparable to the factory girls in a test of this 
 kind. (44). 
 
 The errors that occurred in this test, analyzed, reveal an 
 inability to adjust ideas in a new and unwonted manner. The 
 failure to "carry over" a conception from one situation to 
 another was, as in the previous test, the most frequent type 
 of mistake. The repetition of one or another of the three 
 words given instead of a reaction to the third word only 
 often occurred. In a few instances, perhaps simply to avoid 
 leaving a blank space, words that had appeared previously 
 were written. Some of the reactions can be accounted for in 
 no other fashion. 
 
 A few illustrations of the typical errors are given below ; 
 the words supplied are bracketted. 
 
 Eagle Bird Shark (Bird, Snake) . 
 
 Eat Bread Drink (Starve, Glass, Eat) . 
 
 Fruit Orange Vegetable (Eat, Meat, Orange). 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 33 
 
 Sit Chair Sleep (Well, Walk, Lay, Lie, 
 
 Rest, Night, Awake, Asleep). 
 Double Two Triple (Double, Single, Twice, 
 
 Fish, Babies). 
 England London France (Germany, Italy, 
 
 Spain, French, State, City, Country). 
 Chew Teeth Smell (Chew, Mouth, Gum, Odor, 
 
 Flowers, Taste, Perfume, Gas, Good). 
 Pen Write Knife (Knife, Fork, Tool, Write, Sharp, 
 
 Sight). 
 
 Water Wet Fire (Water, Out, Red, Sticks, Shrink). 
 
 He Him She (He, Him, Then, It, Woman). 
 
 Boat Water Train Car, Engine, Elevator, Machine, 
 
 Runs). 
 Crawl Snake Swim (Snake, Water, River, Bath, 
 
 Swam, Walk, Float, Flew, Quick). 
 Horse Colt Cow (Colt, Kein, Dumb Animal, Bull, 
 
 Pig, Dog, Milk, Chew). 
 
 Nose Face Toe (Finger, Face, Head). 
 
 Bad Worse Good (Bad, Best, Pure, Well, Excellent). 
 
 Hungry Food Thirsty (Hungry, Starved, Dry). 
 
 Hat Head Glove (Glove, Head, Shoe, Wear). 
 
 Ship Captain Army (Navy, Leader, Battle, Regiment, 
 
 Men, Land). 
 Man Woman Boy (Woman, Male, Child, Men) . 
 
 C Mixed Relations No. 2 
 
 This test appeared as No. 1. in the Monograph (14), but 
 is here designated as No. 2 inasmuch as it was given after 
 the other Mixed Relations Test numbered 2 in the Monograph. 
 The results are similar both in time and score. 
 
 The average reaction time was 192.4 seconds; the A. D. 
 was 56.25 seconds; the S. D. was 72.38 seconds. There was 
 a time range of 66 seconds to 330 seconds. 
 
 The average score was 63.76 per cent. ; the A. D. in score 
 was 18.36; the S. D. was 29.46; the median was 65 per cent. 
 The crude mode, or the score that was obtained by the 
 majority was 85 per cent. The scores ranged from 100 per 
 cent, to 15 per cent. 
 
 Instead of giving a list of the errors as was done in the 
 previous tests, the different types of erroneous reactions have 
 been analyzed; thus, 
 
 1. Repetition of one of the other of the given terms, as, Ear 
 Hear Eye Hear; or Hour Minute "Hour." 
 
 2. The use of a term that is descriptive of the third word 
 as, H a m m e r Tool Dictionary (Words E ncyclopedia 
 Meaning Describes). 
 
34 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 3. The introduction of a word that bears a certain relation- 
 ship to the third word but is not the relation demanded, as, 
 Wash Face Sweep (Clean Broom) ; or (Sky Blue Grass 
 Grows Ground In The Park). 
 
 4. The insertion of a word which suggests the completion of 
 the thought as in this case. Buy Sell Come (Here Listen 
 In Home Away). 
 
 5. There was noticeable also a tendency to insert a rhymed- 
 associate to the third word, as, Straw Hat Leather 
 "Feather": and Hammer Tool Dictionary Tarry: and 
 Little Less Much "Such" : and Once One T w i c e 
 "Nice"; Oyster Shell Banana "Anna" : and Sky Blue 
 Grass "Glass": and Buy Sell Come "Some." 
 
 It is difficult to determine by what process of reasoning 
 this type of reaction was arrived at, inasmuch as the only 
 correct verbal relation that rhymes is the first one i. e. Eye 
 See Ear "Hear" and evidently this first impression "held 
 over." There was, however, no consistency shown by the 
 subjects making these reactions, none of them attempted to 
 find rhymes for all the words supplied. 
 
 6. Other failures were due to a lack of linguistic knowledge or 
 an endeavor to define a stimulus word instead of fulfilling the 
 conditions of the test, as., for instance, Little Less Much 
 "Let Not Enough." 
 
 Many of these reactions reveal a groping for the right 
 word, but a failure to grasp the relationship between the first 
 two words clearly enough to reproduce it in an analogous case. 
 
 In this type of test the speed of the reaction depends 
 on maintaining the proper adjustment throughout the series. 
 Extraneous ideas must not be permitted to enter. Confusion, 
 therefore, as shown in the failure to "carry over" the crux 
 of the problem, indicates a lack of control and suggests that 
 the subject who cannot form logical connections between ideas 
 is inefficient. 
 
 Cancellation of Digits The figure 2. 
 
 In this test the subject is required to cross off the figure 
 "2" in a prepared form which contains this as well as many 
 other digits. The methodology was the customary simple 
 explanation of the problem, and the admonition to "begin 
 at the first line and cross off as rapidly and carefully as 
 possible all the figure "2s." The stop-watch was started when 
 the subject turned over the sheet and stopped when she 
 finished the last line. Some subjects traversed alternate 
 lines from right to left. Two or three attempted to cross off 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 35 
 
 the digits along the vertical rather than the horizontal lines. 
 This tended to increase instead of lessen the time, involved 
 a waste of energy, and because of a diffusion of attention re- 
 sulted in many omission of digits. The fact that one's eyes, 
 move from left to right in reading makes this the more 
 natural movement in performing this test. 
 
 Five subjects complained of eye-strain as the result of 
 the close application required by the task. The time con- 
 sumed by these subjects did not vary materially from that of 
 the average performance. 
 
 The average time, regardless of errors, was 201.5 seconds. 
 The time ranged from 330 seconds to 120 seconds. Eight 
 persons had a perfect score. One subject omitted seventeen 
 twos. The average number of errors was 4.5. 
 
 The same system of penalties for errors was employed 
 as that described in the Substitution Test. On the basis of 
 the results of this scoring method, the subjects were arranged 
 in rank order so that comparisons with other test records 
 could be made. 
 
 The fact that the more intelligent of the subjects failed 
 to make a high score in either time or accuracy may be due 
 to the rather uninteresting material of the test. The sub- 
 jects of a lower grade of mentality seized the test with 
 avidity as if saying, as one girl actually did: "Here is 
 something I can do easy." The task would seem to throw 
 some light on whether or not a person is willing to perform 
 routine work . 
 
 B. Cancellation of the Letter A. 
 
 There were more errors of omission in this than in the 
 previous test. Two persons failed to cross off 32 of the A-s, 
 one omitted 49! The number of errors ranged from one, 
 then, to 49; while thirteen subjects had perfect scores. The 
 average number of errors was nine. The median score on a 
 percentage basis deducting one for every error irrespective 
 of the time required was 90 per cent.; 100 per cent, perfect. 
 The A. D. was 6.95. 
 
 The average time scored was 132.5 seconds. There was a 
 range in time of 295 seconds: the best time scored was 68 
 seconds, the longest time required was 363 seconds. The A. D. 
 in time was 35.19 seconds. 
 
 According to the Columbia University records, the A 
 Cancellation Test requires, on an average, 95 seconds. (47). 
 
 The test has been given to various groups. Chambers 
 reports the average time for the test as 75 seconds (48) ; 
 Wallin as 100 seconds (49); while Doll (50), Burt (51), and 
 
36 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Wyatt (52) report the average time for the test as approxi- 
 mately 100 seconds. It is not surprising that the average 
 time for the factory group is so much longer, because, in 
 general, they react more slowly than do the normal members 
 of group accustomed to doing a great deal of writing. The 
 motor co-operations necessary showed among the older women 
 disuse in a marked degree. For them, the task of writing 
 their responses involves an actually laborious application of 
 unaccustomed motor activity. 
 
 In reporting the results of this test in his experiments 
 in testing twins (53), Prof. Thorndike did not count errors 
 though they occurred in about one-third of the cases. The 
 time element, he says, is the important factor in the test and 
 accuracy may be made subservient to it. 
 
 In scoring the test, for the purposes of this investigation, 
 however, it seemed expedient to use the method of penalties 
 employed in the previous test. The subjects were given 
 a rank order of merit rating on the basis of the speed and 
 accuracy demonstrated by each individual. 
 
 Dr. Weidensall contrasts the performance of her group 
 in this test with that of the Working Girls that Dr. Woolley 
 examined in Cincinnati, and found the Bedford Group are 
 slower in this simple task of checking letters than the 
 working girls were. (31). Only a small per cent, of the 
 Reformatory women were as able as the more efficient type 
 of maid in cancelling letters with accuracy and speed. The 
 scores made by the Factory Girls compared to those of the 
 Bedford Group show marked differences in rate, the factory 
 girls performing the task in a shorter time. 
 
 The Bedford Group have a time range of 610.4 seconds 
 to 84.1 seconds which is 4 per cent, longer than the longest time 
 record of the Factory Girls. The best record of the Bedford 
 Group is 1.9 per cent, slower than the best record made by the 
 girls at the Factory. 
 
 WOODWORTH-WELLS DIRECTION TESTS. 
 
 The person who is able to carry out directions promptly 
 and accurately is of great value in any business or industrial 
 concern. This firm wished particularly to have a scientific 
 estimate made of each employee in regard to this ability. 
 The three tests arranged by Prof. R. S. Woodworth and F.L. 
 Wells were therefore given. The two Easy Directions Tests 
 were followed by the Hard Directions Test. (54). 
 
 The reading time of these tests varied greatly with the 
 subjects, and although as the authors state, "The directions 
 were made as concise as possible in order that the time re- 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 37 
 
 quired for the mere reading might not be a determining 
 factor," yet in this group there were to be noted individual 
 differences of wide range in the time consumed in reading and 
 grasping the significance of the text. Let us consider each test 
 in turn. 
 
 Easy Directions No. 1. 
 
 This set of twenty questions was performed correctly by 
 forty per cent, of the subjects. The directions are so simple 
 that there were few mistakes; a failure to react at all was 
 more frequent than a wrong response. Thirty-eight per cent, 
 of the errors were those of omission due either to carelessness 
 or to a lack of comprehension of the problem involved. 
 
 Each direction is numbered from 1 to 20. The errors 
 having been tabulated, the questions are arranged in order 
 of their difficulty beginning with that question in which the 
 most errors occurred, which happens, in this case to be the 
 last, No. 20. 
 
 Number 20 Cross off the last word in this sentence. 
 
 Nineteen per cent, crossed off the last letter in the word 
 Sentence, instead of following directions and crossing off 
 the entire word "Sentence." One omission and a line drawn 
 through the first word rather than the last were the on^ 
 other errors in this test. 
 
 Number 6 Write the sum of these numbers 3 4. 
 
 This proved a stumbling block to eleven per cent, of 
 the subjects who wrote one or the other of the following 
 numbers: twelve, one-and-a-quarter, eight, nine, sixty, 
 seventy-five or three-fourths. Nine per cent, omitted the 
 problem. 
 
 Number 4. Write | over the longer word: It rained 
 yesterday. 
 
 Ninety-one per cent, had a perfect score. Six per cent, 
 omitted the question and three per cent, wrote one or the 
 other of these words, "plus," or "over" or yesterday." 
 
 Number 3. How many feet makes a yard ? 
 
 Eighty-four per cent, reacted correctly. Eleven per cent, 
 stated that there are twelve feet in a yard, one said "36" 
 feet and the question was omitted by three per cent. 
 
 Number 13. Make two dots between these lines: (lines 
 drawn here). 
 
 This was done in 92 per cent, of the cases. Four per 
 cent, made but one dot, instead of two between the lines; 
 while three per cent, put two dots outside of the lines and 
 one per cent, did not do anything at all. 
 
 Number 12. Write g on the egg-shaped figure (three 
 designs given.) 
 
38 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Ninety-four per cent, did this; three per cent, wrote 
 "g" on the wrong figure, and the remaining 3 per cent, did 
 nothing. 
 
 There were no errors in the other directions. The average 
 score was 89.14 per cent.; the Median score was 90 per cent.; 
 the A. D. was 3.84 and the S. D. was 7.93. 
 
 The average reaction time was 92.4 seconds; there was 
 a time range of 55 seconds to 296,2 seconds. The A. D, was 
 27.6; the S. D. was 35.34. 
 
 The average reaction time required by the Woodworth- 
 Wells-group of educated adults was 72 seconds, with limiting 
 records of 46 and 114 seconds^ 
 
 Easy Directions Test No. 2. 
 (Beginning "Cross out the smallest dot"). 
 
 This test is of practically the same degree of difficulty 
 as the preceding test. 
 
 As in the other test, errors of omission were more fre- 
 quent than any other sort. 
 
 The directions are numbered from 1 to 20 inclusive. 
 Those in which errors occurred are noted below in the order 
 of their difficulty, beginning with that one in which the most 
 errors are found. 
 
 14. Write after the largest number: 3, 86, 12. 
 
 Thirty per cent, wrote above 86, ten per cent, wrote 
 it below. Two per cent, wrote after the 3, and two per 
 cent, crossed off the number 86, while two per cent, failed 
 to react at all. 
 
 15. Mark the name of a large city: New York, painter. 
 
 Instead of doing this the very easiest and most obvious 
 thing, twelve per cent, wrote one or the other of the following 
 words: New York City, Paris Fashions, Pittsburg, England, 
 Chicago. 
 
 7. Write any word of three letters. 
 
 Four per cent, wrote words of four letters such as White, 
 Word, Good and Four. Others wrote correctly a variety of 
 words of three letters, the words chosen were: eat, two 
 mar, eye, the, how, are, got, his, dot, any and cat. The last 
 word was the most popular. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 39 
 
 There were one or two errors in the remaining directions, 
 but they are not significant nor indicative of the intelligence 
 of the group. 
 
 The average score obtained by this group was 85.45 
 per cent. The median score was 83.72 per cent.; the crude 
 mode was 100 per cent. The A. D. was 6.84 and the S. D. was 
 12.96. 
 
 The average time for the group was 161.9 seconds; the 
 A. D. was 44.85 seconds, the S. D. was 56,78 seconds. The 
 time range was from 44" to 235". 
 
 The average time for the Bedford Group was 151.9 
 seconds, with limiting records of 55 to 397.4 seconds. (31). 
 
 When the extreme simplicity of both this and the 
 previous Directions Test is considered, the difficulty which 
 these girls experience in handling written work is apparent. 
 In observing the reactions of the various members of the 
 group, the reading over of the directions seemed to consume 
 the major part of the time. Dr. Weidensall states that the 
 best quarter of her subjects at Bedford read over the text in 
 40", the median subject in 50", and the poorest quarter in 
 90". The factory subjects showed a tendency to read and 
 reread the instructions, and although admonished to "work 
 as rapidly as possible," this inability to grasp quickly the 
 meaning of the printed words seemed to be the cause for the 
 retarded and prolonged reaction times. 
 
 3. Hard Directions Test. 
 
 This test measures the ability to read complex sentences 
 and understand them and appreciate, when alternate clauses 
 are given, that a choice is to be made. It is more important 
 that the idea of making a choice be comprehended than that 
 the correct response be written. In scoring a system of allow- 
 ing half credits was arranged so that the significance of this 
 feature of the test might be evaluated properly. 
 
 An analysis of the errors made in the test follows. The 
 "directions" have been numbered and are arranged in the 
 order of their difficulty, those in which the most mistakes 
 occurred placed in gradation from a direction in which 51 
 per cent, of the girls failed to one with only 8 per cent, 
 failures. 
 
 10. "Write NO if 2 times 5 equals 10," was an injunction 
 disobeyed by 51 per cent, of the subjects all of whom wrote 
 "yes.." 
 
 8. "Give the wrong answer to this question, How many 
 days are there in the week?" elicited a response of "7" from 
 
40 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 48 per cent. There were five omissions and the remainder of 
 the subjects wrote either a 6, 9, 5, 10, 3 or 2. The digits 6 
 and 9 were the favorites. It is to be noted that no one wrote 
 1, 3 or 4. 
 
 20. "Write the first letter of your first name and the 
 last letter of your last name," proved extremely confusing. 
 Eleven per cent, failed because they wrote either their whole 
 name or else omitted writing anything at all. Thirty-five 
 per cent, wrote the initial letters of both their first and last 
 name and could, therefore, receive but half-credit. 
 
 14. and 15. These two directions, the one dependent 
 upon the other can best be discussed together: "Notice these 
 two numbers: 3; 5. If iron is heavier than water, write the 
 
 larger number here /'but if iron is lighter write the 
 
 smaller number here 
 
 A subject, who recognizing the force of the alternate 
 questions, as, for instance, a subject who indicates that water 
 is heavier than iron because steamers are made of iron and 
 float, should receive more credit than one who makes no 
 choice. Some subjects placed numbers in both of the blank 
 spaces, some put one or the other number in either space. 
 Since this type of response showed a total lack of comprehen- 
 sion of the idea of choice both questions were called failures. 
 One-third of the girls were unable to grasp the idea of choice 
 and failed in both, and three per cent, omitted to fill in either 
 space. 
 
 17. and 18. "Give the correct answer to this question: 
 
 Does water run uphill ? . . . . and repeat answer here " 
 
 Twenty-five per cent, either omitted any reply or else wrote 
 the word "down-hill" in the first blank only, and did not 
 repeat the aswer. 
 
 19. "Do nothing here (5 plus 7 equals. . . .), unless you 
 skipped the preceding question." This question came next 
 in order of difficulty, with a twenty-one per cent, of failures. 
 Five and seven were added, or else, ignoring the significance 
 of the plus sign, the digits were one or the other of them 
 copied in the space, or else the plus sign was interpreted as 
 a sign of multiplification, and "35" appeared in the blank space. 
 
 11 and 12. "Now, if Tuesday comes after Monday, make 
 
 two crosses here (11).; but if not, make circle here 
 
 or else a square here. . . (12)." These alternate choices caused 
 a good deal of confusion. Twenty per cent, failed to see that 
 a choice must be made, and thoughtlessly, made the crosses 
 and inserted a circle or a square or both in the blank 
 spaces. Nine per cent, omitted the question entirely. 
 
 16. "Show by a cross when the nights are longer: in 
 
 summer? or in winter?" The popular error in this 
 
 reply was to put a cross in both blanks, which was a com- 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 41 
 
 plete failure for 19 per cent. Twelve per cent, indicated 
 that nights are longer in summer than in winter. 
 
 3. "Then, if Christmas comes in March, make a cross 
 
 right here but if not, pass along to the next question, and 
 
 tell where the sun rises (4)." Twelve per cent, made a 
 
 cross in the first blank and also wrote in the second blank one 
 or the other of these phrases: "in the sky," "in the morn- 
 ing/' "in the north," "south," or "west" ; six per cent, omitted 
 to answer either part of direction, while 16 per cent., re- 
 cognizing the idea of choice to be made, received half-credit. 
 
 7. "Write YES, no matter whether China is in Africa 
 
 or not " Sixteen per cent, wrote No, while 3 per cent. 
 
 failed to write anything at all. 
 
 5 and 6. "If you believe that Edison discovered America, 
 cross out what you just wrote (5), but if it was some one 
 else, put in a number to complete this sentence: "A horse 
 has . . . .feet." (6). No one crossed off what she had just 
 written, but five per cent, did cross off the word "Edison," 
 and in its stead wrote "Columbus." There were several in- 
 terpolations of a number between the semicolon and the 
 sentence, "A horse etc." The horse was given but two feet 
 in 5 per cent, of the cases; however, there were only two 
 omissions and hence 90 per cent, of the subjects reacted 
 correctly to both 5 and 6. 
 
 9. Write any letter except g after this comma." This 
 seems a very simple and straight-forward direction yet there 
 were 6 per cent, of the subjects who proceeded to write g 
 in spite of the injunction to do otherwise. Four per cent, 
 wrote nothing. 
 
 2. "Put a comma after the longest of these three words: 
 boy mother girl." There were types of failure: a comma 
 was placed above the longest word, or after each one of the 
 words, or after the word "girl," or nothing at all was done. 
 The total number of failures amounted to 9 per cent. 
 
 1. "With your pencil make a dot over any one of these 
 letters: F G H I J." This direction, proved the easiest to 
 interpret, met with failure in 8 per cent, of the cases. Dots 
 were placed over each one of the letters, while one girl dotted 
 most of the given letters as they appeared in the text. There 
 were no omissions. 
 
 The average score in this test was 77 per cent. ; the A. D. 
 was 9.41; the S. D. was 11.32; the median score was 80 per 
 cent.; the scores ranged from 100 per cent, to 45 per cent. 
 
 The average time score was 262.12 seconds; the A. D. 
 in time was 48. 58 seconds; the S. D. in time was 53.49"; 
 
42 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 there was a time range of 70 seconds to 719.5 seconds. 
 
 Woodworth and Wells quote 107 seconds as the average 
 time for their group of college students. We can report 
 but three subjects with as good a time score as this average 
 made by the students, and Dr. Weidensall had only two sub- 
 jects among the Subjects examined who require as short 
 a time. Of the Reformatory women all but one were 
 slower than 134 seconds which was the poorest time-score of 
 the college students. (31). The average time for a group 
 of sixty normal students at the Chicago Normal College is 
 118.8 seconds (31) which is slower than the Woodworth and 
 Wells subjects, but a better time-record than was made by the 
 majority of our subjects, since only the three mentioned above 
 performed the test in as short a time. The index between 
 time and accuracy derived from this test shows that the high- 
 est score was not obtained in the shortest time, nor on the 
 other hand was the slowest person the most accurate. The 
 relation between time and accuracy is discussed under a sepa- 
 rate heading. 
 
 The Bedford Reformatory Group performed the test in 
 274.85 seconds, average time for the group, which is 12.63 
 seconds slower than the average time required by the Factory 
 Girls. (31). 
 
 LINGUISTIC TESTS. 
 A. The Trabue Completion Teat. 
 
 The Trabue Completion Test beginning "The sky 
 
 blue." appeared to be an interesting form of amusement to 
 most of the subjects, for they went smilingly through the test, 
 making errors often but generally writing something in the 
 blank spaces. 
 
 Since the English spoken by the majority of the Factory 
 workers contains much incorrect phraseology, it seemed wise 
 to overlook minor details in the results, and count as errors 
 only impossible and meaningless interpolations. It was com- 
 mon to find the plural subject of a sentence completed by a 
 verb in the singular, and vice versa. A logical connection of 
 ideas rather than grammatical rectitude seems a fairer crite- 
 rion than to lay undue stress upon linguistic construction. 
 This group made some interpolations that are unique, and as 
 they are not noted by other investigators, Dr. Trabue was 
 consulted in regard to their proper valuation. In general, 
 however, the prescribed method was utilized. A system of 
 half-credits was found necessary. 
 
 The sentences vary so much in point of difficulty that 
 they must be discussed individually. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 43 
 
 1. The sky. M^. . blue. 
 
 No one failed to interpolate a word that made sense and 
 "looks", "was" and "is" were used with about equal frequency. 
 
 2. We are going \ . school. 
 
 The only errors in this sentence were the insertion of 
 "home" and "play" by 3 per cent, of the subjects. 
 
 6. The.^. .is barking at the cat. 
 
 Every one had this correct. 
 
 8. The stars and the. tWW&wil] shine to-night. 
 
 Four per cent, of the subjects inserted the word "sun" 
 21 per cent, supplied the word "stripes", while "moon" was 
 written by the remaining 75 per cent, of the subjects. 
 
 10. The . /P^fi . sings a song every morning. 
 
 The only error here was the use of the word "will". 
 
 12. Good boys. 4-^-. .kind to their sisters. 
 
 Here one finds "be", "run errands", "and so are" inserted 
 instead of the very obvious "are" which was given correctly 
 in 95 per cent, of the cases. 
 
 14. When the. ^r. grows older he./^T.be a man. 
 
 Four per cent, inserted a proper name in the first blank 
 over looking the significance of the definite article "the," other- 
 wise there were grammatical errors only in this and the two 
 succeeding sentences. 
 
 16. The boy will ...... his hand if ...... plays with fire. 
 
 The word "wash" was used in 8 per cent, of the cases. 
 
 18. The best ........ to sleep is at night. 
 
 This was correct in 78 per cent, of the reactions, the 
 remaining 22 per cent, inserted the word "thing", or "cure", 
 "his", "is", "to go", "place", "way", or "hour", showing an 
 inability to comprehend the meaning of the sentence. 
 
 20. The little ...... and his dog ...... running a race. 
 
 The only errors in this sentence were those in which a 
 plural subject was followed by a singular verb and vice versa. 
 
 22. Time ...... often more valuable ...... than money. 
 
 Fifty-two per cent, had these two insertions right; the 
 rest of the subjects wrote one or the other of these words 
 "Work," "Come," "Has," or "Are" in the first space and "in" or 
 "to" in the second space quite as often as Than., 
 
 24. The ...... rises in the morning and ...... night. 
 
 The words "Boy", "Girl" or "Bird" were supplied by 40 
 per cent, of the subjects "rising" in the morning and "sleeping" 
 at night. The majority, however, wrote "Sun" correctly, 
 while 50 per cent, inserted "sets". The remaining 50 per cent. 
 wrote "lowers" or "moon" in the second blank. 
 
 26. Boys who play ...... mud get their hands ...... 
 
 These blanks were filled in correctly by 50 per cent, of 
 the girls. There were various insertions descriptive of "mud", 
 such as "nasty," "street," "black," "much," "bad," "soiled" 
 
44 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 and "yard". In the second blank "bad", "full" and "soiled" 
 were chosen in about equal proportions. 
 
 28. The little. . . .had. . . .nothing to. . . . ; he is hungry. 
 
 But 6 per cent, failed to recognize the significance of the 
 pronoun "he" and wrote "girl" or "creatures" in the first 
 blank. 
 30. The boy who hard do well. 
 
 This sentence was confusing to 70 per cent, of the subjects 
 who inserted "have", "is", "tries", "has",, "studies", "eats" 
 or "thinks" in the first blank, and "always" "work" or "does" 
 in the second. 
 
 32. One's do always express his thoughts. 
 
 Eleven per cent, wrote the word "who" in the first space 
 and fifteen per cent, the word "mind". Seventy-one per cent, 
 supplied meaningful words, but the remaining 18 per cent 
 inserted either "ideas," "opinion," "self," "actions," "speech" 
 or face," "Not" was written invariably in the second blank 
 space. 
 
 34. It is a task to be kind to every beggar 
 
 for money. 
 
 Words that made sense were inserted by 33 per cent., 
 while 50 per cent, wrote words that could be given half -credit. 
 The remainder left the spaces blank. 
 
 36. Worry never improved a situation but has 
 
 made conditions. 
 
 Thirty-five per cent, of the subjects completed this sen- 
 tence correctly; twenty-five per cent, received half-credit and 
 the remaining thirty-seven per cent, failed to insert any words 
 that could be accepted ; ten per cent, made no attempt to sup- 
 ply any words. 
 
 The average score was 80.33 per cent; the Median Score 
 was 84 per cent. The scores ranged from 100 per cent, to 34.8 
 per cent. The A. D. in score was 13.76 per cent. The S. D. 
 was 24.62 per cent. 
 
 The average reaction time was 464.5 seconds ; the median 
 time rate was 340.5 seconds ; the time scores ranged from 293 
 seconds to 787 seconds. 
 
 LINGUISTIC TESTS ENGLISH-AFRICAN PROVERB 
 
 TEST. 
 
 No published data of this test arranged by Dr. Ruger of 
 Columbia University has appeared. Prof. Thorndike included 
 the test in a set given at Teachers' College, but no detailed 
 report of the results of the test are noted. (55). 
 
 The Experimenter beside presenting it to this group of 
 Factory girls, gave the test to a group of persons employed at 
 the Willard Parker Hospital. The reactions of these two 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 45 
 
 groups may well be compared. 
 
 The directions were read to the subjects, and each one 
 was asked in turn if she understood what was to be done. If 
 she did not comprehend the problem, she was asked to read 
 aloud the first of the English Proverbs, and then find among 
 the African Proverbs the one that seemed to mean most nearly 
 the same thing. Stimulated by a suggestion as to a method of 
 procedure, the subjects invariably did something with the test. 
 The Factory subjects were asked after they had read over 
 the test if there were any words which were unfamiliar. 
 Six girls announced that they did not know "enchantment," 
 and "Leisure" and "Folly" were new words to three girls. 
 It is possible that other persons failed also to grasp the 
 meaning of all the words but were too shy to admit their 
 ignorance. It is obvious from an inspection of the ac- 
 companying table that some of the confusion's occurred 
 through a lack of comprehension of the phraseology. 
 
 Results of the Test administered to the Factory Girls are 
 as follows: 
 
 5 per cent, had a perfect score. 
 5 per cent, had eleven of the analogies right. 
 1 per cent, had ten of the analogies correct. 
 3.33 per cent, had nine of the analogies correct. 
 1 per cent, had eight of the analogies correct. 
 5 per cent, had seven of the analogies correct. 
 8.33 per cent, had six of the analogies correct. 
 31 per cent, had five of the analogies correct. 
 8 per cent, had four of the analogies correct. 
 21 per cent, had three of the analogies correct. 
 10 per cent, had two of the analogies correct. 
 15 per cent, had one of the analogies correct. 
 5 per cent, had none of the analogies correct. 
 Each pair may now be discussed in the order in which 
 the English Proverbs occur in the text. 
 
 A. Married in haste we repent at leisure. 
 
 11. Quick loving a woman means quick not loving a 
 woman. 
 
 These two seemed by far the easiest proverbs to analyze 
 and 87 per cent, paired them correctly ; only 6 per cent, omitted 
 A entirely, 3 per cent, paired 11 with "First catch your hare" 
 (G), and 3 per cent, paired 11 with "Distance lends enchant- 
 ment to the view" (K) . There is a semblance of humor in the 
 latter combination, unless one chooses to ascribe it to chance ! 
 Every one had heard the English version of the proverb and 
 the expression offered no complication to most of the subjects. 
 Except to the very stupid, the African interpretation of a 
 hasty marriage was perfectly obvious. 
 
 B. Answer a fool according to his folly. 
 
46 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 6. If the boy says he wants to tie the water with a 
 string, ask him whether he means the water in the 
 pot or the water in the lagoon. 
 
 This analogy was given by 34 per cent, of the subjects. 
 Number 6 was paired with "Distance lends" etc. (K) by 9 
 per cent ; and was coupled as well with A., C., G., H. and J., 
 respectively, by 8 per cent, of the subjects; while 3 per cent, 
 paired No. 6 with L. and 3 per cent, with M., and 4 per cent, 
 coupled it with D. "Out of the frying pan" etc. Practically 
 one half of the subjects failed to make any combination with 
 No. 6 and 8 per cent, made no attempt to dispose of B. 
 
 C. One swallow does not make a summer. 
 1. One tree does not make a forest. 
 
 Fifty-one per cent, had these two paired correctly. Twice 
 No. 1 was combined with "Birds of a feather etc.", because 
 as these subjects explained, both proverbs contain the word 
 "Bird." Eighteen per cent, failed to pair C. with any other 
 proverb, and twenty per cent, failed to find an analogy for 
 Number 1. 
 
 D. Out of the frying pan into the fire. 
 
 8. He runs away from the sword and hides himself in 
 the scabbard. 
 
 Only twenty-three per cent, had this correspondence 
 correct. Fourteen per cent, combined E. and 8. Six per 
 cent, thought J. and 8 analogous. Three per cent, paired 8 
 with L, and three per cent, paired it with M. and three per 
 cent, with K. Twenty-one per cent, failed to make any com- 
 bination for D., and twenty-nine per cent, omitted No. 8. 
 
 E. Robbing Peter to pay Paul. 
 
 13. No one should draw water from the spring in order 
 to supply the river. 
 
 These two proverbs were arranged correctly by twenty- 
 eight per cent, of the subjects. Ten per cent, paired M. with 
 13 ; and several paired it quite at random, apparently. J. was 
 combined with 13 by 6 per cent, of the subjects, and D was 
 combined with 13 by four per cent. Twenty-five per cent, 
 omitted E. entirely, and thirty-one per cent, did nothing 
 with 13. 
 
 F. Birds of a feather flock together. 
 
 9. A fool of Ika and an idiot of Lluka meet together to 
 make friends. 
 
 Thirty-one per cent, had this analogy correct. Twenty- 
 three per cent, paired 9 with B., "Because," said they, "both 
 contain the word *f ooF ; six per cent, paired 9 with L, arguing 
 that for a fool and an idiot to meet is "adding insult to injury." 
 Three per cent, joined 9 with A., "For," said these subjects, 
 "persons marrying in haste" are a fool and an idiot meeting. 
 Number 9 was combined with E. an equal number of times as 
 "left over" propositions that could not be disposed of other- 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 47 
 
 wise. Fifteen per cent, failed to pair F. and seventy per cent, 
 omitted Number 9. 
 
 G. First catch your hare. 
 
 2. I nearly killed the bird. No one can eat nearly in a 
 
 stew. 
 
 This pair of proverbs proved more difficult to analyze 
 than did any of the others. Number 2 was paired at least once 
 with every other proverb, and with F. in seven per cent, of 
 the cases. Both F. and E. contain the word "Bird" which 
 was given as the justification for this arrangement. One 
 person insisted that "No one can eat nearly in a stew" means 
 that no one can eat when nearly in a fret or hurry i. e. in a 
 stew. Eighteen per cent, made the right combinations. Forty- 
 two per cent, did not pair G. at all, and twenty- six per cent, 
 left out Number 2. 
 
 H. Sour grapes. 
 
 7. Cocoanut is not good for bird to eat. 
 
 This pair appeared as difficult to analyze as the previous 
 one inasmuch as the same percentage, (thirty-one) , arranged 
 this and the former pair correctly, although the combinations 
 made were not as varied as in the C. and number 2 Proverbs. 
 "Sour grapes" proved a fairly familiar saying, but "Cocoanut" 
 suggested the idea of food, "Milk for babes" (L) to twenty- 
 one per cent, of the subjects, and to six per cent, the word 
 "Bird" made the combination of Number 7 with F. seem the 
 logical one. Six per cent, of the subjects coupled Number 7 
 with E., G. and J. respectively. Eighteen per cent, made no 
 disposal of H. and thirty-one per cent, none of Number 7. 
 
 1. Adding insult to injury. 
 
 10. The ground pig said : I do not feel so angry with the 
 man who killed me as with the man who threw me 
 to the ground afterwards. 
 
 Twenty-one per cent, found this analogy. Twelve per 
 cent, paired Number 10 with J., and seven per cent, paired it 
 with M., and seven per cent, with G. The last two proverbs 
 refer to animals, the subjects who made these combinations 
 remarked, so why not put them in pairs! Six per cent, 
 coupled Number 10 with D., and three per cent, with B., and H. 
 Fourteen per cent, failed to dispose of I. in any fashion and 
 fifteen per cent, did nothing with Number 10. 
 
 J. Curses come home to roost. 
 
 3. Ashes fly in the face of him who throws them. 
 Only twelve per cent, of the subjects combined these 
 
 two. Fifteen per cent, paired Number 5 with D., because the 
 word "ashes" suggested "fire" and there was none other that 
 seemed to "fit as well." Each one of the English Proverbs 
 was paired with Number 5 at least once, and, as one girl ex< 
 pressed it, "I put down all I was sure were right, and the rest 
 I just settled any way at all! This method of elimination was 
 
48 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 quite the usual one. Thirty-seven per cent, left J. a blank and 
 thirty-one per cent, omitted Number 5. 
 
 K. Distance lends enchantment to the view. 
 
 4. Distance firewood is good firewood. 
 
 Upon the supposition, perhaps, that proverbs containing 
 the same word, or one of its derivatives, should be paired, 
 twenty-five per cent, of the subjects combined these two im- 
 mediately. Fourteen per cent, followed a similar line of 
 reasoning, allied Number 4 with D., since "both have to do 
 with fire." An equal number of persons thought Number 4 
 and F. were analogous, while in three per cent, of the cases 
 Number 4 was paired with B., C., H., and M. Thirty-four 
 per cent, omitted K entirely, and fifteen per cent, failed to 
 pair Number 4. 
 
 L. Milk for babes. 
 
 12. If the stomach is not strong do not eat cockroaches. 
 
 These two proverbs are too abstruse, apparently, for 
 this group since but ten per cent, grasped the analogous mean- 
 ings. "Milk for babes" was paired with Number 3. in twenty- 
 six per cent, of the cases, an association of ideas that can be 
 understood. Twelve per cent, made no disposal of L., and 
 thirty-six per cent, none of Number 12. Twelve per cent, 
 combined Number 12 with H., while six per cent., recalling 
 the pangs of indigestion, paired Number 12 with "Curses 
 come home to roost" (J.), or as one girl expressed it, "If you 
 eat what does not agree with you, you always have to pay!" 
 Six per cent, reasoned that giving the "stomach cockroaches 
 to eat" was analogous to "adding insult to injury" (I). 
 There were other combinations that the introspections showed 
 were studied, but the majority were chance associations only. 
 
 M. We can all endure the misfortunes of others. 
 
 3. Full-belly child says to hungry-belly child, "Keep 
 good cheer." 
 
 Eighteen per cent, paired these two proverbs, but twenty- 
 six per cent, combined Number 3. with L., and M. was coupled 
 with every other proverb in the African Group, except Num- 
 bers 1 and 11, at least twice. Twenty per cent, failed to make 
 any combination at all with M., and twenty-two per cent, 
 failed to connect Number 3 with any other proverb. 
 
 Arranged in the order of difficulty, beginning with the 
 proverb that was compared correctly most often, the English 
 Proverbs appear thus: A., C.,; B., H. and F.; L, K., and D.; 
 G. and M.; J. and L. 
 
 The table given below reveals in a graphic manner the 
 number of correct analogies and the omissions that were made, 
 as well as the confusions and errors that occurred. These 
 have been noted, but the tabulation gives a better idea of 
 comparative difficulties in analysis than can be derived from a 
 purely verbal elucidation. The zig-zag line through the center 
 

 II 
 
 A 
 40 
 
 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 49 
 
 designates the correct pairing of the proverbs. In the vertical 
 column to the right, the number of times each of the English 
 Proverb was omitted is given, and, at the bottom of the table, 
 is to be found the number of times each of the African 
 Proverbs was omitted. 
 
 If il te f| d 
 
60 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 It was noted that the first six persons who tried the test 
 completed it in less than 13 minutes, the next six persons 
 made neither addition nor correction after a period of thirteen 
 minutes had elapsed so a time-limit of thirteen minutes was 
 set. In the experiment conducted under the direction of 
 Prof. E. L. Thorndike (55) an allowance of twenty minutes 
 was made for this test in order that the measurement might 
 be wholly of the quality of the work done irrespective of the 
 time element. The Factory situation did not warrant the de- 
 votion of so much time to this one test. The Experimenter 
 feels confident that the test-results would be practically the 
 same had more time been allowed the factory girls. No time 
 limit was fixed for the Hospital Group and their time ranged 
 from 900 seconds to 185 seconds, with an average time record 
 of 543.14 seconds; the A. D. was 153.39 seconds. 
 
 The time consumed in the execution of the test by the 
 Factory Girls ranged from 780 seconds to 312 seconds. The 
 average time for the test was 581.149 seconds; the A., D. was 
 153.39 seconds. 
 
 The test was scored on the basis of 100 per cent, perfect, 
 or an allowance of 7.7 per cent, each correct answer. 
 
 The average score for the Factory Group was 29.5 per 
 cent.; the A. D. was 6.45. 
 
 The average score for the Hospital Group was 72.94 per 
 cent.; A. D. 18.93; the S. D. 26.54. 
 
 VI. DESCRIPTION OF THE SPECIAL TESTS. 
 1. Judgment Test. 
 
 The Foreman in the Selecting Department had observed 
 considerable variation in the ability of the girls under his 
 direction and wished to determine how they compared in 
 efficiency as measured by a series of special tests, and whether 
 any other girls possessed aptitude for the work. In will be 
 recalled that girls in the Selecting Department are obliged to 
 sort feathers according to their length and width, regardless 
 of their quality. This is the most important work done in the 
 department, since an error of a quarter of an inch in the es- 
 timation of the dimensions of a feather means quite a loss 
 of money to the firm, hence to assist the inexperienced worker 
 there is a foot-rule scale on each girl's table. She is expected 
 to lay the feather on the scale if she cannot make an in- 
 dependent decision. The more exact and expeditious the 
 sorter becomes the greater is her individual value to the firm, 
 and the truly efficient sorter forgets that the scale exists. 
 Now, although practice in this type of work is of the utmost 
 importance, the aptitude for making quick decisions varies 
 with the subject. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 61 
 
 In order to determine the degree of variation in forming 
 such judgments as are demanded in this department, the 
 following test was arranged. 
 
 Twenty strips of fairly heavy card-board cut to ap- 
 proximate the sizes of the feathers examined during the 
 ordinary routine of the day were prepared. (See measure- 
 ments given in the Appendix.) These strips were numbered 
 to correspond with the scale in actual use in the Shipping 
 Department, so that they might be readily identified by the 
 Examiner and checked up quickly. 
 
 Each strip of card-board was held at distance of 
 eighteen inches from the subject and she was asked to es- 
 timate the length and width of the strip, writing her appraise- 
 ment on the specially prepared sheet that had been supplied 
 her for this purpose. The strips were exposed for ten seconds. 
 Although rapidity of decision counted in favor of the person 
 examined it did so only when quickness of answer coincided 
 with exactness of answer. At no time was wrong answer 
 rapidly arrived at counted as anything but a failure against 
 the subject giving it. 
 
 In scoring, 5 per cent, credit was given for each correct 
 judgment, and for every error of half-an-inch in an estimation 
 a deduction of one per cent, was made from the score. 
 
 Sixty-seven per cent, of the judgments of width were 
 correct and fifty-two per cent, of the judgments of length. 
 
 The average error in judgment was 1.53 inches, with a 
 range in error of 1.88 inches, or errors that ranged from .62 
 inches to 2.5 inches. 
 
 The average over-estimation of length was 1.83 inches, 
 while the average under-estimation was 1.09 inches. The 
 range of error in under-estimating the length of the strips 
 was from .45 inches to 3.04 inches. The average error in over- 
 estimating the length was from .63 inches to 2.53 inches. 
 
 In the matter of under-estimating widths there was an 
 average error of .87 inches, and in over-estimating widths of 
 .869 inches. The range of error in over-estimations of width 
 was from .58 inches to 1.68 inches. All of which goes to show 
 that there was a somewhat greater tendency to over-estimate 
 than under-estimate the dimensions. 
 
 Ritter (56) reports in an experimental study that there 
 is a definite inclination to over-estimate vertical distances and 
 under-estimate horizontal distances. This may be due to the 
 increased effort required in moving the eyes up and down 
 instead of in the more accustomed left to right movements 
 used in reading. The differences in judging the length and 
 width of the feathers made by these girls are indicated in this 
 table: 
 
52 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Over-Est. Under-Est. Over-Est. Under-Est. 
 
 of length of length of width of width 
 
 Average 1.876 in. 1.09 in. .869 in. .777 in. 
 
 A. M. D 611 in. .534 in. .188 in. .428 in. 
 
 The time required for the entire test averaged five 
 minutes and three seconds. The quickest person made her 
 decisions in three minutes and three seconds and the slowest in 
 seven minutes and twenty seconds. 
 
 The index between time and score was higher in this than 
 in the purely intellectual tests, showing a correlation of .63 
 (positive), with a Probable Error of plus or minus .059. 
 
 It is possible as a result of the analysis of the records 
 made in this and the two following tests to discriminate with 
 much exactitude regarding the output of the individual worker. 
 
 As has been observed, the ability to form quick and 
 accurate judgments iji the matter of color, form and quality 
 is a most valuable asset in a factory employee. The table 
 showing the individual correlations of the girls and their 
 rating by the Firm illustrates the practical application of this 
 particular group of tests. 
 
 It was observed that those persons who hesitated over 
 their decisions were the ones who made the greatest number 
 of errors; but, on the other hand, those who passed judgments 
 with scarcely a glance made more errors than the subject in 
 the Median Time Group who are neither slow, nor yet too 
 hasty. 
 
 There are a preponderating number of over-estimations 
 of both length and width, showing what might be interpreted 
 as a tendency toward exaggeration. The Manager, noting 
 this tendency when inspecting the results, stated that he 
 wished there were tests to reveal the presence of this trait, 
 for among the "outside men" employed by the Firm unneces- 
 sary difficult arose because either they over-estimated the 
 promptness with which orders could be executed, or else they 
 exaggerated the quality and character of the goods. 
 
 II. Sorting Test. 
 
 A hundred strips of fairly heavy card-board were cut 
 to correspond with twenty of the most frequently used 
 feathers such as were described in the previous test. There 
 were, therefore, five strips of each size. These strips were 
 laid on the table in front of the subject in a heterogeneous 
 mass just as the feathers are received from the stock-room. 
 Each girl was directed to sort the strips according to size, 
 treating them as though they were feathers and laying those 
 of like dimensions in the same pile. They were told to work 
 as quickly and carefully as possible. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 53 
 
 This test requires the exercise of the same sort of judg- 
 ment, concentration and motivation that is involved in the 
 performance of such a piece of factory activity as this: 
 suppose that an order for a hundred feather fans has been 
 received, and several thousand feathers are sent down from 
 the stock-room each sorter is given a share and instructed 
 to lay feathers of the same dimensions in a pile, the work 
 must be done expeditiously, and it is important that the 
 matching of the feathers be perfect, inasmuch as the finished 
 product depends on the symmentry of the feathers selected, 
 it is important that the sorter possess excellent discrimination 
 and the capacity to make swift decisions. That this test 
 shows individual variations in ability to perform work of this 
 order was proved conclusively by the correlations obtained. 
 
 The average time for the test was 255.33 seconds, with 
 an average deviation of 80.63 seconds. There was a range in 
 time of from 70 seconds to 360 seconds. 
 
 The sorting was on the basis of 100 per cent, for five 
 neat piles of cards of similar sizes, irrespective of the time 
 consumed in the sorting process. 
 
 No. one made less than five piles, but 35 per cent, made 
 more than five. A system of penalties for extra piles was 
 used, and each person making more than five piles had an 
 additional five seconds for each extra pile added to her time- 
 score. 
 
 The girls were arranged in order of merit on the basis 
 of their standing on the Time-record. 
 
 The moderate workers did the best sorting, the swiftest 
 made errors and their piles were untidy and slip-shod; the 
 very deliberate, slow, painstaking workers saw differences 
 where none existed. 
 
 III. Card Sorting. 
 
 A simpler test, that of arranging two packs of ordinary 
 playing cards in suits was given to each one of the factory 
 group. 
 
 Skill in this test depends much on practice but such 
 psychological facts as neatness, system, or the reverse, may be 
 noted, and the observations of this character made by the 
 Experimenter in individual cases aroused the approval of the 
 Foremen. 
 
 The clumsy girl let her cards fall frequently, or fumbled 
 them. A lack of decision and keen perception caused loss of 
 time and most of the errors. The sorting of cards is a simple 
 eye-hand co-ordination exercise very like the work performed 
 by the girls in the Selecting Department. The amount of 
 discrimination necessary is reduced almost to a minimum, 
 and in this regard it is more like the sorting of the Raw 
 
54 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Feathers than it is like the sorting of the finished products, 
 the dyed and curled feathers. 
 
 The time ranged from 55 seconds to 181 seconds. The 
 errors ranged from ten to one. By applying the Method 
 of Penalties (46) described by Dr. Munsterberg fourteen 
 seconds was added to each score expressed in seconds for 
 every single error made. Upon the basis of the time-scores, 
 the subjects were arranged in rank order of merit. The 
 test was then correlated with the Criterion and the other 
 tests. . . 
 
 This test helps to differentiate between the quick, neat, 
 careful and resolute worker and the person who is vacillating, 
 slip-shod and slow. It is distinctly an index of manual dex- 
 terity. The relation between Time and Score in this test 
 shows an unusually high index, .75 P. E. .0397. 
 
 If an individual girl is being tested in order to determine 
 into which of the Departments of the Factory she will fit best, 
 this test is most illuminating. It throws light upon the 
 girl's temperament and her type of performance reveals 
 whether she will do good work as a Select or be better 
 employed in some other department of the factory. 
 
 The median score in this test is represented by the 
 time score, 134.46 seconds. Unless a girl performs the test 
 within this time limit, she will not excell as a selector. 
 IV. Discrimination of Color Test. 
 
 The ostrich feathers are received in their natural con- 
 dition, and the work of dyeing, curling and dressing is all 
 done, at the factory. 
 
 After the first sorting of the raw material, the feathers 
 are sent to the Dyeing Department where they are colored 
 and then steamed. When these processes are finished, the 
 feathers are again sorted and arranged so that they may be 
 fashioned into the designs ordered. 
 
 There is sometimes a very slight difference in shade 
 that is rather difficult to detect. An expert sorter must be 
 able to differentiate between the slightest variations in color 
 as well as in form and size. 
 
 In order to test the ability of the Selectors to do this, a 
 Discrimination of Color Test was devised. Pieces of knitting 
 yarn of various colors, fifteen inches long were tied in small 
 bows. There were four sets of ten shades each of Blue, 
 Purple, Orange and Green, which were mixed with seventy- 
 five bits of yarn of other colors. Each set contained exactly 
 the same number of pieces of yarn, namely, eighty-five small 
 bows of yarn. These were placed in an envelope on the outside 
 of each of which was written either the word ORANGE, 
 PURPLE, BLUE or GREEN. In the envelope bearing one or 
 the other of these color-names all the shades of the particular 
 color specified were placed. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 65 
 
 The directions were given orally thus: Each one of 
 you has been given a sheet of paper. Write your name on 
 the paper. You have been given an envelope also that con- 
 tains bits of yarn of different colors. On each envelope is 
 written the word ORANGE, GREEN, PURPLE or BLUE. 
 That means that in each one of the envelopes there is a set of 
 various shades of one or the other of these colors. Those 
 of you who have an envelope marked "PURPLE" are to 
 put all the shades of purple in a pile on the sheet of paper. 
 Those of you who have an envelope marked "Blue" all the 
 shades of blue, and so on in the same way with the "Orange" 
 and the "Green." Pay attention to no other color than the 
 one you are told to select. 
 
 Do you all understand? When I say "Ready," empty 
 the contents of the envelope on your table and begin at once 
 to sort your color. Remember to put the yarn you select on 
 the white paper. When I say "Stop," do so at once. Sort 
 the colors as quickly and as carefully as you can. 
 
 One minute was allowed and in that time one person 
 had sorted all the colors. The other girls had selected from 
 42 per cent, to 93 per cent, of the colors. 
 
 Since it was desirable to ascertain those persons who 
 were capable to making quick decisions coupled with a fair 
 degree of accuracy, special stress was placed upon the time- 
 element when the directions were given. 
 
 After a girl had sorted one set of colors she was given 
 another set until each girl had had each set of colors to sort. 
 This was done to see whether there was more difficulty in dis- 
 tinguishing between the shades of one color than another, 
 and whether there was a gain in time through practice. 
 The shades of purple seemed more easily and quickly selected 
 inasmuch as 85 per cent, were picked out an average by the 
 group in the allotted sixty seconds. The other colors in their 
 apparent order of difficulty were green, orange and blue, 
 with an average of 80 per cent. ; 73 per cent. ; and 60 per cent, 
 selected within the time-limit. 
 
 When the results of the four color sortings were averaged 
 the subjects were arranged in rank order according to the 
 record made by each individual in the entire set of colors. 
 
 This ranking was then compared by the rating given to 
 these girls by the members of the Firm. 
 
 V. Motor Control Test. 
 
 Most of the work in the factory is monotonous. The 
 same type of movement is repeated over and over. The 
 ability to stick to the task in spite of its extreme monotony, 
 and create interest where none is apparent, is possessed by 
 
56 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 some persons but is totally lacking in others. A girl, who 
 because of a nervous temperament is unable to keep repeating 
 the same form of activity, cannot do good work as a Bender 
 or Finisher of Feathers; neither can she do her best work 
 in the Selecting or in the Boa Department for as our Job- 
 Analysis indicated, practically all of the workers, save those 
 who run errands or are in the Fancy Department, must do 
 the same thing over and over again. 
 
 In order to determine which of the employees are best 
 suited for steady and monotonous labor, a new and very 
 simple test was presented. On a sheet of 8 x 11 paper, 1088 
 oblique lines one-quarter of an inch long, of this character 
 I I I I I were arranged in 29 rows, thirty-eight in a row. 
 The test was described to the subject, the sheet given to 
 her face down, and she was directed to make a cross out of 
 each oblique line as quickly as she could. This was given 
 to small groups though it may well be used as an individual 
 test. 
 
 The subjects were told that the Experimenter would 
 announce the thirty-second periods, and they were to check 
 at what-ever point they happened to be working when the 
 number was called. In this way, comparisons between sub- 
 jects could be calculated, the effect of practice noted, and the 
 individual differences in procedure observed. The length of 
 time allowed for the test in optional with the experimenter. 
 Five periods of 30 seconds each, or two minutes and a half 
 was the allotted time for standardization in this case, al- 
 though certain subjects were permitted to finish the sheet. 
 
 There was not as great a variation in the amount of 
 work accomplished in two and a half minutes as there was 
 in the quality of the work performed. (Five grades of 
 achievement were arranged. See Page 57. 
 
 The medians for these subjects averaged 294.875 strokes. 
 
 The general appearance of the sheet proved to be the 
 most enlightening and important feature of the test. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 57 
 
 Grae?e T. The niosf excellent type. Steady, even cross- 
 Tines iai>vtal7ied throughout-. (?*%> ani over)* 
 
 XXXXXXXXXXXXXXXXXXXXXXXX 
 
 xxx*xxxxxxxxxxxxx*xxxxxx 
 
 _ S Jim' Ur- to execution of Subjects 1 66j i 38 ; M? Vt 
 
 Grade II. SVen and Steady \~n spots. 
 
 Xx x X )( X x x x^y-xxxxx* XX.XAXXX 
 A X MXxx\XXXX\\x*XXx 
 
 Orsd* Til. Wr* vartati ll-ty than Ora4* TI 
 
 XXX A X Afc X X AX?! X A AXX. XAX.XX V\ 
 
 ecittoY HZ; I75/ /o; 107; 127. 
 
 (Jvade X*. Stilt grcatV degr* f VrlaJ.l}lty. 
 
 A/-X x A>X/ > >y-y^y-x j^y x xxyj( A 
 ^x A A/t XA\\\ v\xxxxxxxxxx xxx 
 
 X A 
 
 SllUr 4o executloji of 158; 157 . 
 
 V. The poorest >reoattox. LBeiow 3Oj8) . 
 
 X ^ Jr V V 
 "X X X /T^X"^ XX X 
 
 tKe reeoris of H9j 143; 151 
 
58 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The papers were graded by three judges, foremen and 
 directors in the factory. First, they graded the papers on 
 the basis of Neatness; Second, according to the number of 
 strokes made; Third, according to the length of the stroke, 
 the shorter and more firmly the stroke was made, the higher 
 was the grade given to the paper ; Fourth, the uniformity of 
 the cross stroke, when the strokes were approximately the 
 same length above and below the oblique and when they cros- 
 sed at about the center of the oblique they were rated higher 
 than when the reverse was true. The Judges were asked to 
 arrange the papers in rank order of merit and were asked to 
 consider first one characteristic then the other in the different 
 characteristics mentioned above. They were requested to 
 pay no heed to any attribute other than the one specifically 
 designated. 
 
 After each grading, the Experimenter noted on the back 
 of the sheet the rank order given by each judge in each 
 of the features postulated. The different ratings were then 
 average, and a complete scale derived. This rarking was 
 compared with the results obtained by the same employees 
 in the tests as well as with the rank order on the Criterion 
 Scale. 
 
 Personal traits of character are revealed by even a quick 
 inspection of these test sheets, and a capacity for precision 
 of movement can be noted as well as the subject's attitude 
 toward monotony. Many of the girls began the test in a 
 regular and steady manner but grew careless after a few 
 lines were done and continued the task in a slip-shod fashion. 
 Steadiness of motor control in these persons was so limited 
 that the monotonous work of continually handling feathers 
 palled on them and as the indices of correlation which are 
 discussed, shows, this test is the best index of capacity 
 to perform this particular grade of factory work that has 
 been found. 
 
 The test met with the highest verbal commendation from 
 the Firm. Irrespective of any mathematical calculations in 
 connection with this test, the Steady Workers who tended 
 to make rather even, well-balanced lines and the careless, 
 erratic Workers who were inclined to change their methods 
 of crossing the lines perhaps several times during the test, 
 could be sorted out after a brief inspection. 
 
 E. Feather Sorting Test. 
 
 When the feathers are received, they are distributed 
 in mixed bunches to the girls in the Raw Feather Depart- 
 ment, who are directed to arrange them into piles. In this 
 factory, the different types of feathers are designated as 
 "Amazons," i. e, the broadest and widest feathers; the 18 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 59 
 
 inch," i. e. those 18 inches long; the "three fourths," i. e., 
 those that are as broad as the "Amazons" but shorter; the 
 "Byocks," which are from the tail of the ostrich and are 
 black and white; the "Blacks," i. e. all black, as the name 
 signifies; and "No. 1055," scrawny feathers, thinner and 
 narrower than the others. The girls were told to lay these 
 feathers into the six piles into which they were accustomed 
 to place them. The Firm wished to have a report on the 
 Time Rates and the Accuracy of the girls in this group. 
 Such a test could only be of value when applied to practised, 
 factory hands, and was to be used, in this instance to de- 
 termine which persons should be laid off in the approaching 
 slack period. For weeding out purposes, the test proved to 
 have a distinct value. 
 
 Seven ounces of feathers were given as a standard 
 amount: They were laid before the subject en masse. The 
 time for sorting this amount varied from 167 seconds to 329 
 seconds, with an average time record of 227 seconds; an 
 A. D. of 44.33 seconds; and a S. D. of 11.37 seconds. 
 
 There was a range in accuracy from no errors in one 
 instance to fifteen in another. The average error was 4.83; 
 the A. D. was 5.74; the S. D. was 7.29. 
 
 Those whose time-score was nearest that of the average, 
 made the best score for accuracy. The very quick and the 
 very slow, had noticeably poor records for accuracy. 
 
 A confusion of the Byocks with the Black Feathers, or 
 a failure to discriminate between the other varieties counted 
 as an error and girls were penalized 5 per cent, for each 
 mistake which was deducted from the standard 100 per cent, 
 perfect. 
 
 Although the feathers in other factories are occasionally 
 designated differently, the time-records established by this 
 fairly representative group forms a reliable basis for judg- 
 ing the ability of individuals engaged in this type of feather 
 work. 
 
 F. Discrimination of Weight and Shape Test. 
 
 The girls in the Selecting Department were examined 
 still further by another test designed to determine their 
 quickness of perception and ability to discriminate between 
 small differences in weight. 
 
 Eight wooden solids one one-half inches in diameter were 
 so fashioned that there were four pairs, each pair of which 
 had similar bases and sides. Thus there was a pair of seven- 
 sided, eight, nine and ten-sided solids. 
 
 These blocks were weighted after the manner of the 
 of the Binet-Simon weight Test 3 grams, 6. 9, 12. 15, 18, 
 21, and 24 grams, respectively. There are more blocks in 
 this set than in the Binet, but the same difference between the 
 weight of the blocks has been maintained, that is they were 
 made progressively heavier by three grams. 
 
60 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Two distinct problems were given: (I) Put the blocks in a 
 row according to their weight, first, the heaviest, then the 
 next heaviest, and so on. (II) Put blocks in pairs, according 
 to the number of their sides. There are two each of like 
 sides. 
 
 A time-limit of one minute for each part of the test was 
 allowed. A record of each individual's arrangement of the 
 weights was kept, two correct arrangements out of three 
 were required for credit. Seventy-five per cent, received 
 credit. 
 
 The nine and ten-sided figures were most often confused. 
 Fifty per cent, of the girls performed the pairing in 45" with- 
 out error. The other girls made from two to six errors 
 each and required the entire minute allotted in order to 
 arrive at a decision regarding the blocks with more than 
 six sides. The methods employed by the subjects were en- 
 lightening as to the ability of a subject to observe small 
 differences in material, and to arrive at a positive decision 
 regarding those differences. 
 
 The girls were graded on the basis of the average rank 
 obtained as a result of the two parts of this test. 
 
Chapter V. 
 THE CORRELATIONS 
 
 The high value of correlations is well recognized and 
 as Prof. E. L. Thorndike has said, 'The only sound principle 
 by which one can interpret the tests is determined from the 
 results of the correlations." (57). 
 
 The process of obtaining an index of correlation involves 
 the following operations: 
 
 First, each subject was ranked One, Two, Three, Four, 
 etc., according to her standing in each individual test, as 
 compared with the rating of her companions in the same 
 test. In the first ten tests the standardized methods of 
 scoring have been employed. The manner of scoring in the 
 special tests devised by the Experimenter is described in the 
 Appendix. 
 
 Those subjects who have a like score were ranked in order 
 on the basis of the time required to perform that particular 
 test. That is, if two girls received a rating of 80 per cent, 
 in the Hard Directions Test, for instance, and one of these girls 
 completed the test in 75" while the other girl took 76" to do 
 the same test, the one who was quicker would be ranked 
 higher than her more deliberate co-worker. In case of a "tie" 
 for a given rank, (this rarely occurred), the "ties" were 
 divided in such manner as to keep the total number of ranks 
 equal in the series. If, for example, two subjects ranked 
 4th in a test, making an identical score in both time and 
 degree of accuracy each was assigned the rank 4.5 in the 
 series thus replacing 4 and 5. 
 
 Then, each girl having been given a rank order of merit 
 in each test, a comparative calculation of the inter-relations 
 between each test and every other test was derived by means 
 of the Pearson Formula, in which r, or the coefficient of 
 correlation equals 
 
 6xSum of D a 
 n (n 2 - 1) 
 
 This coefficient is so derived that when its value is Unity 
 the two variables have perfect concomitance, and when its 
 value is Zero three is an absence of relationship, so far as 
 the conditions of the experimenter are concerned. It is evident 
 that the reliability of this coefficient increases with the num- 
 
 61 
 
62 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 ber of cases compared and also with the magnitude of the 
 r obtained. 
 
 Seventy-five subjects were tested in this investigation. 
 a sufficiently large number to demonstrate in a fairly reliable 
 manner the value of the tests as indices of the efficiency of 
 the employees. 
 
 The Probable Error was determined by means of the 
 Pearson Formula. i-r 2 
 
 l/n Unless a correlation be at 
 
 least twice as large as its probable error it lacks significance, 
 and of course, to be a truly trustworthy index it should befour 
 or five times as large. 
 
 The inter-correlations between the tests are indicated in 
 the accompanying table: 
 
 But since the results obtained in the various tests ad- 
 ministered by the experimenter can have no value until they 
 have been compared with a fixed standard not open to question, 
 it was decided to secure such a standard in the form of an 
 Efficiency Roster which should be compiled from ratings made 
 by the Firm. It will be apparent that a rank order arrange- 
 ment of the employees made by task-masters who watched 
 
 Th Tests. fa ! f*fr ,8^, frlfSlsi 1 H i i 1*1 % $ % 
 
 5 1 1 f $ < i g & 
 
 I. *+ ^ St 63 73 3/ 4/ 43 5+ ?2 43 si 3Z <?o 49 
 
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 /. 3 ^2 4? 5i, 
 
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 31 
 
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 Control I, 42- 54 8f> 
 
 I. 56 T3 
 
 Color Pl 
 
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 / 65 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 63 
 
 the performance of these workers for a period of months is 
 a criterion not to be gainsaid. No worker who had been less 
 than six months in the Factory was examined. In order to 
 give more authority to this index, separate appreciations were 
 asked of four different individuals, the Manager, the Foreman 
 and two of the Forewomen. 
 
 The procedure was carried on in this manner. The 
 Experimenter arranged four sets of seventy-five cards size 
 3x5 inches. On each card of each set was written the name 
 and the identification number of each of the seventy-five 
 girl who had been submitted to the tests. On the back of 
 each card the Experimenter wrote: 1. General Intelligence. 
 2. Reliability. 3. Promotion. The four judges were each 
 given a set of these cards and were directed to rank the 
 girls whose names appeared thereon in order of merit; first, 
 on the basis of his personal opinion of the General Intelligence 
 of the girl. The judges were asked to disregard every other 
 characteristic except the intelligence of the individual. The 
 subsequent rankings to be made were not mentioned until 
 each judge had completed his rating. The same directions 
 were given when the other rankings were obtained. After 
 each ranking, the numerical order in which each girl was 
 placed by the judge was noted. 
 
 A composite ranking was then derived for each girl by 
 calculating her average position in all four scales in each 
 of three characteristics, Intelligence, Reliability, and rank 
 order for Promotion. Correlations between this Composite or 
 Firm Scale show positive indices raging from plus 28 to 80. 
 
 This scale froms the basis for the Teams of Tests to be 
 developed for practical application in the Factory. 
 
 Rank Card- Substi- Sorting Cancella- ?. 6 * 1 ?' Motor Criterion 
 Order Sorting tution Test tion--A -" Control Scale 
 
 First Quartile 
 
 1 
 2 
 3 
 
 4 
 5 
 6 
 7 
 8 
 9 
 
 10 
 11 
 12 
 13 
 14 
 15 
 16 
 17 
 18 
 
64 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Cancella- 
 
 Rank 
 Order 
 
 Card- Substi- Sorting Cancella- tion of Motor Criterion 
 Sorting tution Test tion-A Digits Control Scale 
 
 Second Quartile 
 
 19 
 
 45 
 
 59 
 
 34 
 
 29 
 
 58 
 
 5 
 
 5 
 
 20 
 
 15 
 
 30 
 
 74 
 
 30 
 
 32 
 
 48 
 
 63 
 
 21 
 
 32 
 
 35 
 
 16 
 
 5 
 
 21 
 
 25 
 
 22 
 
 22 
 
 9 
 
 70 
 
 40 
 
 10 
 
 59 
 
 59 
 
 58 
 
 23 
 
 64 
 
 32 
 
 47 
 
 24 
 
 5 
 
 3 
 
 53 
 
 24 
 
 70 
 
 37 
 
 68 
 
 48 
 
 71 
 
 22 
 
 64 
 
 25 
 
 50 
 
 75 
 
 31 
 
 54 
 
 24 
 
 34 
 
 16 
 
 26 
 
 66 
 
 72 
 
 12 
 
 15 
 
 50 
 
 9 
 
 39 
 
 27 
 
 31 
 
 21 
 
 75 
 
 40 
 
 25 
 
 21 
 
 6 
 
 28 
 
 22 
 
 48 
 
 32 
 
 59 
 
 42 
 
 23 
 
 37 
 
 29 
 
 5 
 
 31 
 
 38 
 
 37 
 
 43 
 
 75 
 
 17 
 
 30 
 
 59 
 
 7 
 
 72 
 
 64 
 
 62 
 
 5 
 
 71 
 
 31 
 
 37 
 
 42 
 
 10 
 
 50 
 
 74 
 
 41 
 
 72 
 
 32 
 
 39 
 
 52 
 
 45 
 
 58 
 
 17 
 
 64 
 
 31 
 
 33 
 
 25 
 
 58 
 
 28 
 
 75 
 
 15 
 
 68 
 
 26 
 
 34 
 
 71 
 
 40 
 
 7 
 
 43 
 
 26 
 
 26 
 
 7 
 
 35 
 36 
 
 58 
 6 
 
 i 
 
 5 
 37 
 
 8 
 20 
 
 68 
 8 
 
 39 
 72 
 
 67 
 29 
 
 
 
 
 Third 
 
 Quartile 
 
 
 
 
 37 
 
 60 
 
 46 
 
 22 
 
 23 
 
 45 
 
 52 
 
 46 
 
 38 
 
 1 
 
 67 
 
 35 
 
 46 
 
 63 
 
 49 
 
 40 
 
 39 
 
 14 
 
 15 
 
 3 
 
 47 
 
 46 
 
 16 
 
 1 
 
 40 
 
 17 
 
 18 
 
 64 
 
 55 
 
 10 
 
 1 
 
 54 
 
 41 
 
 26 
 
 16 
 
 70 
 
 57 
 
 12 
 
 70 
 
 23 
 
 42 
 
 67 
 
 4 
 
 58 
 
 12 
 
 3 
 
 14 
 
 62 
 
 43 
 
 41 
 
 12 
 
 8 
 
 17 
 
 37 
 
 33 
 
 35 
 
 44 
 
 16 
 
 3 
 
 4 
 
 6 
 
 50 
 
 73 
 
 38 
 
 45 
 
 44 
 
 50 
 
 42 
 
 62 
 
 36 
 
 46 
 
 44 
 
 46 
 
 3 
 
 22 
 
 36 
 
 4 
 
 28 
 
 53 
 
 60 
 
 47 
 
 10 
 
 1 
 
 67 
 
 13 
 
 41 
 
 27 
 
 21 
 
 48 
 
 20 
 
 28 
 
 52 
 
 22 
 
 61 
 
 11 
 
 70 
 
 49 
 
 23 
 
 2 
 
 60 
 
 33 
 
 23 
 
 18 
 
 74 
 
 50 
 
 29 
 
 8 
 
 56 
 
 11 
 
 19 
 
 13 
 
 52 
 
 51 
 
 34 
 
 74 
 
 41 
 
 21 
 
 67 
 
 63 
 
 12 
 
 52 
 
 38 
 
 60 
 
 73 
 
 52 
 
 22 
 
 74 
 
 49 
 
 53 
 
 42 
 
 10 
 
 61 
 
 19 
 
 38 
 
 57 
 
 61 
 
 54 
 
 52 
 
 69 
 
 53 
 
 2 
 
 33 
 
 42 
 
 68 
 
 
 
 
 Fourth 
 
 Quartile 
 
 
 
 
 55 
 
 35 
 
 62 
 
 11 
 
 32 
 
 60 
 
 8 
 
 8 
 
 56 
 
 27 
 
 17 
 
 54 
 
 25 
 
 31 
 
 6 
 
 10 
 
 57 
 
 18 
 
 19 
 
 2 
 
 49 
 
 18 
 
 67 
 
 4 
 
 58 
 
 4 
 
 55 
 
 43 
 
 14 
 
 16 
 
 69 
 
 55 
 
 59 
 
 28 
 
 56 
 
 44 
 
 60 
 
 11 
 
 7 
 
 11 
 
 60 
 
 53 
 
 9 
 
 48 
 
 18 
 
 70 
 
 50 
 
 66 
 
 61 
 
 2 
 
 41 
 
 69 
 
 31 
 
 73 
 
 60 
 
 09 
 
 62 
 
 72 
 
 61 
 
 26 
 
 51 
 
 27 
 
 20 
 
 48 
 
 63 
 
 54 
 
 64 
 
 17 
 
 72 
 
 7 
 
 10 
 
 2 
 
 64 
 
 55 
 
 13 
 
 55 
 
 67 
 
 28 
 
 35 
 
 73 
 
 65 
 
 19 
 
 43 
 
 49 
 
 73 
 
 72 
 
 2 
 
 42 
 
 66 
 
 23 
 
 27 
 
 18 
 
 26 
 
 69 
 
 56 
 
 84 
 
 67 
 
 57 
 
 44 
 
 19 
 
 27 
 
 14 
 
 7 
 
 67 
 
 68 
 
 7 
 
 68 
 
 27 
 
 56 
 
 55 
 
 61 
 
 27 
 
 69 
 
 51 
 
 57 
 
 23 
 
 28 
 
 35 
 
 44 
 
 41 
 
 70 
 
 73 
 
 20 
 
 20 
 
 41 
 
 64 
 
 28 
 
 28 
 
 71 
 
 48 
 
 34 
 
 14 
 
 44 
 
 49 
 
 55 
 
 19 
 
 72 
 
 74 
 
 73 
 
 6 
 
 35 
 
 44 
 
 4 
 
 3 
 
 73 
 
 11 
 
 54 
 
 33 
 
 69 
 
 53 
 
 37 
 
 18 
 
 74 
 
 20 
 
 11 
 
 57 
 
 74 
 
 51 
 
 19 
 
 83 
 
 75 
 
 69 
 
 51 
 
 51 
 
 7 
 
 B7 
 
 51 
 
 61 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 65 
 
 JM 
 
 I 
 
 Easy 
 Oppositea 
 
 11 
 
 f, 
 
 SB 
 
 Trabue 
 Compl. 
 
 I 
 fj 
 
 nH 
 
 Easy Direc- 
 tions No. 1 
 
 Easy Direc- 
 tions No. 2 
 
 Hard 
 Directions 
 
 Av. 8. 
 Directions 
 
 SOT 
 
 Rank Order 
 Binet 
 
 
 
 
 
 First 
 
 Quartile 
 
 1 
 
 59 
 
 1 
 
 29 
 
 39 
 
 5 
 
 24 
 
 71 
 
 58 
 
 65 
 
 65 
 
 1.6 
 
 2 
 
 24 
 
 30 
 
 70 
 
 59 
 
 65 
 
 36 
 
 75 
 
 36 
 
 75 
 
 48 
 
 1.5 
 
 3 
 
 75 
 
 24 
 
 75 
 
 48 
 
 39 
 
 15 
 
 59 
 
 75 
 
 71 
 
 76 
 
 5.6 
 
 4 
 
 65 
 
 70 
 
 63 
 
 5 
 
 16 
 
 75 
 
 15 
 
 59 
 
 24 
 
 45 
 
 5.5 
 
 5 
 
 29 
 
 65 
 
 38 
 
 65 
 
 71 
 
 59 
 
 6 
 
 39 
 
 36 
 
 47 
 
 5.5 
 
 6 
 
 1 
 
 39 
 
 52 
 
 75 
 
 66 
 
 65 
 
 59 
 
 70 
 
 34 
 
 24 
 
 5.5 
 
 7 
 
 15 
 
 45 
 
 59 
 
 58 
 
 54 
 
 15 
 
 65 
 
 24 
 
 30 
 
 71 
 
 5.5 
 
 8 
 
 36 
 
 39 
 
 7 
 
 29 
 
 58 
 
 63 
 
 37 
 
 40 
 
 5 
 
 1 
 
 6.5 
 
 9 
 
 14 
 
 16 
 
 39 
 
 30 74 
 
 45 
 
 14 
 
 36 
 
 47 
 
 59 
 
 10.5 
 
 10 
 
 71 
 
 5 
 
 24 
 
 17 
 
 47 
 
 58 
 
 48 
 
 43 
 
 6 
 
 29 
 
 10.5 
 
 11 
 
 45 
 
 38 
 
 66 
 
 70 
 
 61 
 
 47 
 
 36 
 
 63 
 
 15 
 
 70 
 
 10.5 
 
 12 
 
 26 
 
 16 
 
 71 
 
 45 
 
 24 
 
 48 
 
 5 
 
 5 
 
 48 
 
 24 
 
 10.5 
 
 13 
 
 58 
 
 9 
 
 60 
 
 21 
 
 14 
 
 66 
 
 21 
 
 38 
 
 21 
 
 25 
 
 15. 
 
 14 
 
 17 
 
 29 
 
 30 
 
 32 
 
 34 
 
 21 
 
 39 
 
 52 
 
 45 
 
 20 
 
 15. 
 
 15 
 
 48 
 
 42 
 
 1 
 
 22 - 
 
 63 
 
 6 
 
 64 
 
 30 
 
 58 
 
 31 
 
 15. 
 
 16 
 
 70 
 
 71 
 
 36 
 
 61 
 
 52 
 
 20 
 
 7 
 
 6 
 
 9 
 
 21 
 
 15. 
 
 17 
 
 45 
 
 40 
 
 20 
 
 40 
 
 43 
 
 17 
 
 45 
 
 48 
 
 64 
 
 32 
 
 16. 
 
 18 
 
 68 
 
 36 
 
 16 
 
 6 
 
 1 
 
 37 
 
 52 
 
 21 
 
 7 
 
 60 
 
 15. 
 
 Second 
 
 Quartile 
 
 
 
 
 
 
 19 
 
 30 
 
 61 
 
 34 
 
 36 
 
 72 
 
 64 
 
 46 
 
 14 
 
 52 
 
 6 
 
 15. 
 
 20 
 
 52 
 
 59 
 
 55 
 
 66 
 
 38 
 
 14 
 
 72 
 
 29 
 
 40 
 
 58 
 
 15. 
 
 21 
 
 38 
 
 72 
 
 61 
 
 50 
 
 64 
 
 46 
 
 1 
 
 10 
 
 66 
 
 37 
 
 15. 
 
 22 
 
 20 
 
 12 
 
 42 
 
 52 
 
 45 
 
 7 
 
 49 
 
 64 
 
 29 
 
 46 
 
 16. 
 
 23 
 
 12 
 
 60 
 
 45 
 
 14 
 
 17 
 
 29 
 
 8 
 
 15 
 
 38 
 
 49 
 
 15. 
 
 24 
 
 53 
 
 6 
 
 37 
 
 15 
 
 53 
 
 54 
 
 12 
 
 49 
 
 1 
 
 72 
 
 25. 
 
 25 
 
 32 
 
 68 
 
 9 
 
 71 
 
 40 
 
 39 
 
 55 
 
 66 
 
 49 
 
 62 
 
 25. 
 
 26 
 
 21 
 
 21 
 
 13 
 
 34 
 
 36 
 
 72 
 
 23 
 
 74 
 
 16 
 
 43 
 
 25. 
 
 27 
 
 50 
 
 56 
 
 72 
 
 1 
 
 20 
 
 40 
 
 61 
 
 22 
 
 46 
 
 23 
 
 25. 
 
 28 
 
 63 
 
 52 
 
 53 
 
 67 
 
 13 
 
 22 
 
 58 
 
 33 
 
 32 
 
 9 
 
 25. 
 
 29 
 
 37 
 
 74 
 
 58 
 
 16 
 
 8 
 
 23 
 
 9 
 
 20 
 
 12 
 
 63 
 
 25. 
 
 30 
 
 9 
 
 23 
 
 6 
 
 54 
 
 60 
 
 50 
 
 61 
 
 17 
 
 23 
 
 15 
 
 25. 
 
 31 
 
 72 
 
 48 
 
 21 
 
 60 
 
 9 
 
 16 
 
 66 
 
 50 
 
 20 
 
 56 
 
 25. 
 
 32 
 
 23 
 
 28 
 
 23 
 
 33 
 
 48 
 
 71 
 
 74 
 
 7 
 
 34 
 
 39 
 
 25. 
 
 33 
 
 13 
 
 53 
 
 17 
 
 26 
 
 23 
 
 12 
 
 40 
 
 53 
 
 42 
 
 22 
 
 38.5 
 
 34 
 
 63 
 
 41 
 
 12 
 
 42 
 
 26 
 
 61 
 
 42 
 
 34 
 
 10 
 
 11 
 
 38.5 
 
 35 
 
 31 
 
 8 
 
 13 
 
 46 
 
 12 
 
 32 
 
 4 
 
 52 
 
 22 
 
 15 
 
 38.5 
 
 33 
 
 33 
 
 53 
 
 17 
 
 26 
 
 23 
 
 12 
 
 40 
 
 53 
 
 42 
 
 22 
 
 38.5 
 
 34 
 
 63 
 
 41 
 
 12 
 
 42 
 
 26 
 
 61 
 
 42 
 
 34 
 
 10 
 
 11 
 
 38.5 
 
 35 
 
 31 
 
 8 
 
 13 
 
 46 
 
 12 
 
 32 
 
 4 
 
 42 
 
 22 
 
 54 
 
 38.5 
 
 36 
 
 60 
 
 17 
 
 28 
 
 27 
 
 
 31 
 
 43 
 
 23 
 
 74 
 
 13 
 
 38.5 
 
66 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 1 
 
 M 
 
 Easy 
 Opposites 
 
 Mixed Rela 
 tions No. 1 
 
 Mixed Rela 
 tiona No. 2 
 
 V 
 
 2* 
 
 l 
 
 Proverbs 
 Test 
 
 Easy Direc- 
 tions No. 1 
 
 Easy Direc- 
 tions No. 2 
 
 Hard 
 Directions 
 
 Av. 3 
 Directions 
 
 M C 
 II 
 
 &W 
 
 Rank Order 
 
 Bint* 
 
 Third Quartile 
 
 37 
 
 38 
 
 35 
 
 7 
 
 15 
 
 26 
 
 6 
 
 50 
 
 28 
 56 
 
 31 
 10 
 
 38 
 
 8 
 
 50 
 53 
 
 1 
 4 
 
 43 
 61 
 
 42 
 31 
 
 38.5 
 38.5 
 
 39 
 40 
 
 15 
 34 
 
 22 
 31 
 
 56 
 27 
 
 38 
 
 8 
 
 68 
 21 
 
 1 
 33 
 
 13 
 19 
 
 37 
 28 
 
 25 
 60 
 
 54 
 52 
 
 38.5 
 38.5 
 
 41 
 
 74 
 
 63 
 
 43 
 
 10 
 
 37 
 
 28 
 
 33 
 
 46 
 
 72 
 
 7 
 
 38.5 
 
 42 
 
 4 
 
 7 
 
 19 
 
 73 
 
 56 
 
 41 
 
 38 
 
 54 
 
 8 
 
 4 
 
 38.5 
 
 43 
 
 25 
 
 18 
 
 46 
 
 43 
 
 22 
 
 74 
 
 32 
 
 60 
 
 4 
 
 55 
 
 38.5 
 
 44 
 
 64 
 
 10 
 
 73 
 
 23 
 
 41 
 
 11 
 
 18 
 
 72 
 
 26 
 
 3 
 
 49. 
 
 45 
 
 42 
 
 54 
 
 49 
 
 12 
 
 62 
 
 13 
 
 28 
 
 26 
 
 33 
 
 40 
 
 49. 
 
 46 
 
 44 
 
 3 
 
 11 
 
 13 
 
 28 
 
 34 
 
 60 
 
 62 
 
 31 
 
 14 
 
 49. 
 
 47 
 
 43 
 
 4 
 
 15 
 
 49 
 
 27 
 
 67 
 
 31 
 
 13 
 
 56 
 
 41 
 
 49. 
 
 48 
 
 11 
 
 55 
 
 ia 
 
 67 
 
 42 
 
 56 
 
 50 
 
 67 
 
 13 
 
 27 
 
 49. 
 
 49 
 
 2 
 
 19 
 
 54 
 
 41 
 
 35 
 
 19 
 
 17 
 
 61 
 
 18 
 
 26 
 
 49. 
 
 50 
 
 67 
 
 11 
 
 74 
 
 r 3 
 
 19 
 
 26 
 
 68 
 
 56 
 
 67 
 
 35 
 
 49. 
 
 51 
 
 41 
 
 73 
 
 3 
 
 68 
 
 57 
 
 35 
 
 41 
 
 19 
 
 27 
 
 12 
 
 49. 
 
 52 
 
 19 
 
 32 
 
 37 
 
 11 
 
 3 
 
 42 
 
 2 
 
 8 
 
 27 
 
 68 
 
 49. 
 
 63 
 
 28 
 
 46 
 
 41 
 
 2 
 
 73 
 
 27 
 
 44 
 
 57 
 
 55 
 
 8 
 
 49. 
 
 54 
 
 67 
 
 49 
 
 67 
 
 4 
 
 15 
 
 73 
 
 10 
 
 56 
 
 11 
 
 28 
 
 56. 
 
 Fouth Quartile 
 
 65 
 
 8 
 
 13 
 
 14 
 
 53 
 
 34 
 
 68 
 
 74 
 
 44 
 
 41 
 
 60 
 
 56. 
 
 56 
 
 61 
 
 64 
 
 25 
 
 20 
 
 32 
 
 18 
 
 56 
 
 73 
 
 68 
 
 10 
 
 59. 
 
 67 
 
 3 
 
 67 
 
 4 
 
 74 
 
 32 
 
 55 
 
 25 
 
 41 
 
 73 
 
 68 
 
 56. 
 
 58 
 
 18 
 
 2 
 
 48 
 
 35 
 
 4 
 
 44 
 
 51 
 
 11 
 
 2 
 
 56 
 
 56. 
 
 59 
 
 70 
 
 71 
 
 20 
 
 61 
 
 43 
 
 22 
 
 7 
 
 6 
 
 29 
 
 51 
 
 59. 
 
 60 
 
 56 
 
 69 
 
 27 
 
 25 
 
 54 
 
 62 
 
 35 
 
 69 
 
 42 
 
 19 
 
 59. 
 
 61 
 
 73 
 
 33 
 
 4 
 
 44 
 
 18 
 
 3 
 
 57 
 
 27 
 
 3 
 
 57 
 
 59. 
 
 62 
 
 69 
 
 57 
 
 2 
 
 69 
 
 51 
 
 69 
 
 3 
 
 35 
 
 51 
 
 18 
 
 59. 
 
 63 
 
 38 
 
 72 
 
 61 
 
 50 
 
 64 
 
 46 
 
 26 
 
 14 
 
 37 
 
 49 
 
 59. 
 
 64 
 
 10 
 
 14 
 
 35 
 
 55 
 
 46 
 
 4 
 
 67 
 
 31 
 
 2 
 
 28 
 
 68. 
 
 65 
 
 40 
 
 54 
 
 41 
 
 12 
 
 62 
 
 13 
 
 28 
 
 62 
 
 33 
 
 43 
 
 68. 
 
 66 
 
 8 
 
 13 
 
 14 
 
 50 
 
 44 
 
 68 
 
 74 
 
 41 
 
 19 
 
 60 
 
 68. 
 
 67 
 
 35 
 
 10 
 
 6 
 
 28 
 
 31 
 
 38 
 
 53 
 
 4 
 
 61 
 
 61 
 
 68. 
 
 68 
 
 71 
 
 55 
 
 44 
 
 62 
 
 60 
 
 57 
 
 11 
 
 2 
 
 57 
 
 44 
 
 68. 
 
 69 
 
 73 
 
 30 
 
 4 
 
 44 
 
 18 
 
 3 
 
 69 
 
 30 
 
 51 
 
 2 
 
 69. 
 
 70 
 
 19 
 
 32 
 
 31 
 
 11 
 
 73 
 
 42 
 
 2 
 
 8 
 
 27 
 
 33 
 
 68. 
 
 71 
 
 5 
 
 20 
 
 69 
 
 25 
 
 54 
 
 62 
 
 62 
 
 69 
 
 46 
 
 69 
 
 68. 
 
 72 
 
 6 
 
 25 
 
 28 
 
 62 
 
 69 
 
 57 
 
 35 
 
 2 
 
 57 
 
 44 
 
 72. 
 
 73 
 
 16 
 
 27 
 
 33 
 
 44 
 
 18 
 
 3 
 
 57 
 
 27 
 
 3 
 
 57 
 
 73. 
 
 74 
 
 22 
 
 34 
 
 57 
 
 51 
 
 55 
 
 69 
 
 3 
 
 28 
 
 51 
 
 18 
 
 74. 
 
 76 
 
 27 
 
 51 
 
 20 
 
 69 
 
 44 
 
 33 
 
 20 
 
 51 
 
 69 
 
 51 
 
 75. 
 
 When the members of the Firm were asked to arrange 
 all the employees in rank order on the basis of their suit- 
 ability for Promotion, they stated that some persons would 
 not be promoted under any consideration. All four judges 
 agreed that twenty-four out of the seventy-five employees 
 would remain statu quo. The twenty cards representing these 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 67 
 
 persons were removed from the pack. The Manager then con- 
 sented to arrange this collection of non-promotable persons in 
 rank order on the ground of their general efficiency. According 
 to this ranking, the twenty-four employees designated were 
 given grades after the fifty-one had been placed in order for 
 Promotion. The Judges arranged them also in rank order 
 on the basis of the other two characteristics and the average 
 position thus derived placed them in gradation with their 
 confreres. 
 
 It is apparent that the four judges may disagree as 
 to the exact rank of the individual girl ; their ideas as to what 
 is meant by the terms General Intelligence and Reliability 
 may be unlike, but the average position achieved by each 
 girl in these three characteristics cannot be biassed by 
 individual misapprehensions. Ranked order scales in estimat- 
 ing the efficiency of a large group of persons are admittedly 
 fairer when a combined rating of several competent judges 
 is made. 
 
 By an inspection of the Table of Correlations, certain 
 facts of interest may be noted. 
 
 The easiest tests bear a higher relation to the Criterion 
 than do the more difficult tests such as the Proverbs and the 
 two Mixed Relations Tests. 
 
 The results in the Mixed Relations Tests do not con- 
 firm the findings of Wyatt (51) who states that they form 
 the highest correlation with Intelligence of any of the tests 
 save the Trabue Completion. 
 
 The Coefficients of Correlation between the Special Tests 
 and the Criterion demonstrate that the Card Sorting, the 
 Sorting Test No. 2 and the Motor Control Test are of value, 
 and inasmuch as they represent motor activities similar to 
 tasks performed in the Factory they should be regarded with 
 special significance. The Card Sorting Test gives an index 
 of plus .73., P. E. .0280. The Sorting Test No. 2 a positive 
 index of .60., P. E. .0498. The Motor Control Test gives the 
 highest coefficient of any of the tests that were presented to 
 the group, i. e. plus .80., P. E. .02484. 
 
 Both of the Mixed Relationship Tests show fairly high 
 indices of correlations between them and the Directions Tests, 
 and between them and the Linguistic Tests. In studying 
 the Table the low inter-correlations between these two tests 
 and the purely mechanical tests are not surprising. In the 
 records of individual girls it is apparent that with a few 
 exceptions some of them do consistently well in all tests that 
 demand on or the other type of ability, scholastic or motor. 
 
 The Cancellation Tests correlated with each of the other 
 tests give low but positive indices. As was noted under the 
 discussion of the Binet Test, this type of test does not bear a 
 high correlation with tests that demand General Intelligence. 
 
68 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Dr. Weidensall found a positive index of .52., P. E. .055. 
 between the A-Test and General Intelligence (31), while our 
 coefficient is but .36., P. E. .0681. In the same group of Bed- 
 ford women tested, she found a correspondence in this test 
 between the rate of its performance and the difference in 
 intelligence as indicated by school grade. This was to be 
 noted in the Factory group also. By a comparison made 
 between the subjects arranged in order on the basis of their 
 time-records in the A-Test and the grade in school attained 
 at the age of fourteen years, one finds the retarded pupils 
 required 7 per cent, longer than did the median of the group to 
 perform the test. 
 
 Terman and Bagley obtained a negative correlation 
 and Simpson (59) a slightly positive one between intelligence 
 and skill in the A-Test. 
 
 In "School and Society" (Vol. V., P. 24), there is a 
 report of an experiment in which the Cancellation Tests cor- 
 relate negatively with the Composite Tests which are adjud- 
 ged good measures of mental acumen. To quote the state- 
 ment of Dr. McCall, "This proves that a negative correlation 
 may exist between apparently desirable traits." 
 
 In this study, however, the Cancellation Tests bear pos- 
 itive rather than negative relations to the other tests and 
 would seem to uphold Prof. Thorndike's (60) theory that 
 there is not an inverse ratio between desirable traits. 
 
 Correlated with each other, the Cancellation A-Test and 
 the Digits Test indicate a relationship of plus .44., P. E. .0629. 
 This is not, comparatively speaking, a high correlation for 
 between tests that demand the same type of reaction there 
 is usually a closer index of relationship. For instance, be- 
 tween the two Mixed Relationship Tests there is a positive 
 coefficient of .80., P. E. .0280., and between the three Direc- 
 tions tests there are fairly high indices of correlation. 
 
 The reason for this case of low inter-correlation between 
 two tests of a similar type may have been a lack of interest 
 in continuing at work of the same kind, evidenced by several 
 persons when performing the second cancellation test. 
 
 From an inspection of this table, there are no indications 
 of such a hierarchy of coefficients as is demonstrated by Burt's 
 "Hierarchy of the Specific Intelligences". 
 
 Ranked in the order of the degree in which they correlate 
 with the Criterion, the tests are Motor Control, the Card 
 Sorting test; Easy Directions No. 2, Averaged 3-Directions, 
 Easy Directions No. 1; Easy Opposites; Trabue Completion, 
 (1), the Substitution Test, Sorting Test, Hard Directions, 
 Binet Proverbs, Digits, Average of 2-Cancellation Tests, Mix- 
 ed Relations No. 2., A-Test. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 69 
 
 Although there is no very special conclusion to be 
 drawn in regard to the possession of "general ability", the 
 more intelligent of the subjects tend to do well in whatsoever 
 test they are given to execute. 
 
 The Special Tests. 
 
 Twenty girls chosen at random from the Selecting Depart- 
 ment were submitted to the following tests especially devised 
 by the Experimenter to measure their capacity to perform 
 the tasks demanded in this department: (1). Weight and 
 Form; (2). Color Discrimination; (3). Feather Sorting; 
 (4). Judgment. These tests are described on Pages 50-60. 
 
 Before proceeding with the tests, the Manager, the Fore- 
 man and the Forewoman in charge of the Selecting Depart- 
 ment made a rank order arrangement of this particular group 
 of employees on the basis of the "Efficiency displayed by each 
 in their daily work". The average of these three ratings 
 formed a new scale, the Criterion, with which the girls' stand- 
 ing in the four tests have been correlated. 
 
 Rank Order of Selecting Department Girls in Tests indicated. 
 Criterion Three-fold estimate of Firm. 
 
 Rank 
 
 1. 
 
 2. 
 
 3. 
 
 4. 
 
 5. 
 
 6. 
 
 7. 
 
 8. 
 
 9. 
 10. 
 11. 
 12. 
 13. 
 14. 
 15. 
 16. 
 17. 
 18. 
 19. 
 20. 
 
 Judgment Weights 
 
 Feathers Criterion 
 
 51 
 
 41 
 
 16 
 
 51 
 
 a The coefficients were derived by means of the Formula 
 
 r=l- 
 
 Gxsum of D 2 
 
 n ( n 2_i) In this study n = 20. 
 
70 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The result of this correlation is shown in this table: 
 Wt. Form Color Dis. Feathers Judgment Criterion 
 
 Wt. Form 1.00 
 
 .26 
 
 .37 
 
 .33 
 
 .22 
 
 Color Dis. 
 
 1.00 
 
 .61 
 
 .56 
 
 .58 
 
 Feathers 
 
 
 1.00 
 
 .64 
 
 .76 
 
 Judgment 
 
 
 
 1.00 
 
 .65 
 
 Criterion 
 
 
 
 
 
 The Feather Sorting Test which involves the use of the 
 material the girls are familiar with gives the highest coeffi- 
 cient of correlation, .76. 
 
 The Judgment Test which the Firm found of so much 
 value that it was adopted immediately by the Employment 
 Forman, ranks second. This test measures the cacacity for 
 making quick and accurate decisions, and is also similar in 
 its demands to the work of the department. 
 
 Time vs. Accuracy. 
 
 One of the differences between a superior and inferior 
 worker lies in the speed with which each performs his task. 
 
 In studying the individual variations of the members 
 of this group two fairly distinct types of time-scores may be 
 noted the time-record of the slow, methodical worker and 
 that of the nervous, quick, distractable worker. The deliber- 
 ate and painstaking girl stood higher in the estimation of her 
 employers than did the quicker and more alert girl who was 
 inclined to be inaccurate and careless. The latter made good 
 time records but in excellence of performance, her score was 
 low. Many of these girls over-emphasized the desirability for 
 haste and rushed through the tests, assuming that the faster 
 they worked the better it would be for them. This was done 
 regardless of the admonition to "work carefully". Such re- 
 actions were noticeable in the first written tests performed 
 by Subjects No. 25, No. 56, 60, and No. 70. in the Easy 
 Opposites and in the Mixed Relations Tests. Speed and Ac- 
 curacy with them revealed a negative correlation. 
 
 The reactions of the employees numbered 65, 75, 24, 71, 
 15, and 63 for example, showed a fair and consistently high 
 rating in the tests so far as accuracy or performance went 
 but their time-scores were variable and not below average 
 length. 
 
 The Coefficient of Correlation between Time and score 
 for this group is usually highest in those tests in which a 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 71 
 
 demand is made primarily upon motor activity. Thus, in the 
 following tests there is a positive correlation between time 
 and score of: 
 
 Test Coefficient P. E. 
 
 Substitution 44 028. 
 
 Digits 57 0361. 
 
 Sorting Test 62 031. 
 
 Motor Control 65 019. 
 
 In the Linguistic Tests, the indices between Time and 
 Score show positive but low correlation, thus: 
 
 Trabue Completion .23., P.E. .081. ; Proverbs Test, .20., 
 P.E....015. 
 
 The Directions Tests give positive indices of .50., 51. and 
 .53., respectively. 
 
 Between Time and Score in the Mixed Relations Tests 
 there was a positive coefficient of .27., P.E. .037., and .31., 
 P.E. .036. 
 
 While it cannot be considered conclusive evidence that 
 the correlation between Speed and Accuracy is always higher 
 in tests involving motor activity when such a group as this 
 is examined, the probability is that this would be the case. 
 
 The question arises as to the value that should be placed 
 upon Speed alone as a legitimate index of mental efficiency. 
 In the Factory, Speed per se has, in general, a negligible 
 appraisal. Unless Speed is accompanied by Accuracy, the 
 Firm announced it an undesirable trait in an employee. 
 
 It is no doubt true that when some individuals, working 
 under constant conditions, increase their speed, they tend 
 to increase the number of errors, but other individuals under 
 like conditions may show a decrease in their errors. Prof. 
 Whipple (7) quotes results that show that the faster sub- 
 jects are also the most accurate. In six of his groups, Brown 
 (58) found positive correlations between Speed and Accuracy 
 of Adding that ranged from .13 to 43., with P. E.s ranging 
 from .07 to .12. With small groups of college students, Prof. 
 Whipple states that he has obtained positive correlations of 
 .19 in the case of adding and as high as .86 for mental multi- 
 plication. (7) . 
 
 The Factory Girls cannot be judged by the same stand- 
 ards as the College Students in the reaction time required 
 to perform mental tests. 
 
 All save those subjects whose standing in the tests 
 placed them in the upper third of the group react slowly to 
 all stimuli. Their cerebrations are deliberate even when the 
 simplest matters are under consideration. In some cases, the 
 slow reactions are due to the fact that the subjects are un- 
 accustomed to writing, and the co-ordinations necessary for 
 
72 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 this form of activity show disuse. Though the median age 
 of the subjects was seventeen, there are several of the older 
 women have been out of school a great many years. For 
 them the task of writing their responses involved an actually 
 laborious application of unhabitual motivity. 
 
 The weight, then, that is to be placed upon an individual 
 girl's time-record in her performance of tests in this Factory 
 must depend upon her accuracy of achievement rather than 
 upon the time element alone. 
 
Chapter VI. 
 1. MULTIPLE CORRELATIONS. 
 
 The correlations obtained between the results of the 
 employees' standing in each of the several tests and the rank- 
 ing of these employees made by the Firm vary according to 
 the particular test applied. However, in the sum-total of 
 reactions they indicate that the verdict secured through the 
 tests approximates the valuation established by the Firm 
 especially as it affects the upper and lower quartiles of the 
 Scales involved. 
 
 Meumann (59) states that it is an error frequently made 
 by the exponents of what he calls "correlation psychology" 
 to conclude that because a high correlation exists between 
 any two elements it is necessarily a proof of the good qualities 
 of both. "Both", he states, "may be one-sided". A com- 
 bination, therefore, of several tests should be made in order 
 to obtain their composite valuation. Thus any criticism 
 that too great emphasis has been placed upon the result of 
 the correlations between the Criterion and single tests may 
 be forestalled. 
 
 Stern (60) and Burt (61) found that the higher correla- 
 tion of the combined results of several tests show that one 
 test compensates for another, each calling forth particular 
 mental functions, so that only through such combination can 
 a total picture of intelligence be created. The combined co- 
 efficients obtained from several tests have been calculated, 
 therefore, in this group. 
 
 Indeed, one of the objects of this investigation is to 
 demonstrate the combinations of tests that may be given 
 practical application at the Factory. For it is an obvious 
 fact that the index derived from the presentation of a group 
 of tests will be a mope reliable indicator than will the single 
 isolated test that is naturally more or less narrow in scope. 
 
 The selection of tests to form a Team should be made on 
 the basis of the magnitude of the coefficients of correlation. 
 
 "A Multiple Correlation Coefficient is that correlation 
 which expresses the total efficiency of the scale when the tests 
 choosen are those that bear the best or highest correlation 
 with the Criterion." By this method there may be constructed 
 a combination of tests which will predict "general ability" 
 better than can be done by a single test. 
 
 73 
 
74 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Tests for a Team should bear high correlation to the 
 Criterion and low indices of correlation with each other. 
 
 High inter-correlations indicate the existence of a too- 
 close resemblance between the tests to make their combina- 
 tion and subsequent use as a Team worth while. 
 
 Recently, Dr. Herbert Toops of the Institute for Educa- 
 tional Research has devised a new method for the more rapid 
 calculation of Test-Combinations than those formerly in use. 
 He has transmuted algebraically the old method of procedure 
 and by means of a printed form made it possible to reduce 
 
 (ric) (riu) 2 (rue) (ric) (riu) 
 
 the formula, to a series of more 
 
 l-(ruc)2 
 
 or less mechanical operations. This method has not yet 
 been published, and I am indebted to him for his verbal 
 demonstration that has already facilitated this portion of the 
 present study. 
 
 In general terms, the rule is to select from the Table of 
 Correlations that test which bears the highest relationship 
 to the Criterion. Ordinarily, the subsequent choice of a test 
 should be one which bears a high correlation to the Criterion 
 but a low index to the first test chosen. 
 
 We assume a weighting of 1.00 for the first test as its 
 Coefficient more closely approximates unity than do any of 
 the other tests. The object in selecting a Team of Tests is 
 to determine that series of tests which will approach most 
 nearly to the ideal relationship of unity. , 
 
 Following the prescribed method of procedure, test after 
 test may be added to the original pair and an increasingly 
 higher coefficient be obtained without changing the weights 
 of the tests already in the combination. 
 
 Occasionally, the gain in the increment added is not 
 sufficiently large to make the particular test combined of 
 value. When this occurs, that especial test is to be elimin- 
 ated so far as that test-combination is concerned and another 
 test may be chosen in its place. Herein lies one of the ap- 
 parent advantages offered by this method. 
 
 As an illustration, in this study, the Easy Directions 
 Test No. 2 with its positive coefficient of .71 was selected as 
 the Key Test ; to it was added the Substitution Test, with an 
 index of .60 with the Criterion and its inter-correlation of .32. 
 This combination gives an index of .8368. Next, the Digits 
 Test was added with its Criterion Coefficient of .49., and its 
 inter-relating coefficients of .31 and .42 which again raises 
 the multiple coefficient to .8432. By adding the Sorting Test 
 (Criterion Coef. equals .56., inter-correlations equal .30., 36.) 
 to this combination, the coefficient becomes .8436., a gain of 
 only .0013. Hence, it is advisable to drop the Sorting Test 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 75 
 
 in this particular combination, and in its place, add the Can- 
 cellation of A-Test which has a Criterion coefficient of .39. 
 The Multiple Coefficient then becomes .8747. As these tests 
 require as a maximum about ten minutes for their execution, 
 the Team seems an extremely practical one. 
 
 The next combination selected consists of the Card Sort- 
 ing Test with its coefficient of .73 with the Criterion and the 
 Average of the Three Directions Tests which correlates 
 with the Criterion with a coefficient of .70. The inter-corre- 
 lation between the two is .55. Combined, the two tests give 
 a coefficient of .8128. Now if we add to this combinatiop the 
 Trabue with its coefficient of .62 when correlated with the 
 Criterion, and of .75 correlatd with the Three Directions, and 
 of .47 correlated with the Sorting Test, we get an increase in 
 our coefficient of .0049; to this combination, add the Digits 
 Test (Criterion Correlation equals .49; Inter-correlations of 
 .35., 42., .43.,) which raises the coefficient to .8217; to this we 
 now choose to add the Substitution Test which has a co- 
 efficient of .60 when correlated with the Criterion, and of 
 .56., .48., .43 and .40 when correlated with the rest of tests 
 in the combination. The coefficient resulting from this oper- 
 ation rises more decisively and gives us a coefficient of .8507 
 
 Judging from the time-records made by this group of 
 girls, this entire set would require approximately 22' 48. 5". 
 Some of the other test-combinations have proved of greater 
 value because less time is required for their execution, and 
 they offer a larger variety of mental exercises. 
 
 For instance, the Motor Control Test which combined 
 with the Sorting Test (Criterion Coefficients of .80 and 73; 
 inter-correlation of .54) gives an index of .8667. Adding to 
 it the Easy Directions No. 2, (Criterion Index equals .71., 
 inter-correlations equal .36: .33), and the Multiple Coefficient 
 becomes .8773., an increase of .0106. If the Easy Opposites 
 be added, (Criterion Coefficient equals .65; inter-correlations 
 equal .49., 34., .68), the Coefficient becomes .9292. This is 
 a good practical combination inasmuch as it may be adminis- 
 tered within a limit of 500", and combines variety and brevity. 
 
 Another combination consists of the Easy Directions No. 
 2 and the Card Sorting Tests (Criterion Coefficients of .71 
 and .56 and an inter-correlation of .34) which gives a coeffi- 
 cient of .7867. To this, add the Digits Test (Criterion Co- 
 efficient equals .49; inter-correlations of .33 and .31) and the 
 Multiple becomes .8118. Then add the Substitution Test 
 (Criterion Coefficient equals .60; inter-correlations equal .32; 
 .43 ; .48) and our Multiple Index becomes .8409. These tests 
 require about 675." and have already proved of value in prac- 
 tical application at the Factory. 
 
 The next group is comprised of the Card Sorting and 
 Three Directions Tests Combined, (Criterion Coefficients 
 
76 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 equal .70 and .73 and inter-correlations equal .58) ; together 
 these two tests give a coefficient of .7812. When the Easy 
 Opposites Test is added with its Criterion Coefficient of .65., 
 and inter-correlations of .58 and .45, the coefficient becomes 
 .8327. Digits added to the series increases the coefficient to 
 .8544. This combination requires about 807" for its execution. 
 
 Another combination is comprised of the Motor Control 
 and the Easy Directions No. 2, which give a Multiple of .9071 ; 
 Sorting adds .0494; Substitution .0160; and Digits .0027: 
 making a total coefficient of .9681., the best combination that 
 has been derived. It is composed of tests which can 
 be given in approximately 13 minutes. Each one of these 
 tests has been given a practical trial by the Employment 
 Managers and they are continuing to prove their worth as a 
 rapid means of predicting the efficiency of an employee. 
 
 The Special Tests devised for use in this particular in- 
 dustry were next combined by taking first the Feather Sort- 
 ing the Judgment Tests with their Criterion Coefficients of 
 .76 and .65 and their inter-correlation coefficients of .64, wher- 
 by the Multiple Coefficient becomes .7944. When the Color 
 Test is added to this group the coefficient becomes .8002. 
 The Weight Test make no contribution of sufficient size to 
 warrant the time required for its presentation. 
 
 It is to be noted that in determining these Teams, only 
 tests bearing the highest indices of correlation with the 
 Criterion have been considered. Thus, the two Mixed Rela- 
 tions, the Proverbs and the Weight Tests have been dropped. 
 So far as this type of work is concerned they do not predict 
 failure or success, their contribution is practically nil. The 
 Binet requires too much time to be practical ; only the single 
 tests that have been designated elsewhere are to be retained. 
 
 To ascertain the weighting of the tests retained, the 
 tables and procedure arranged by Dr. Toops were applied. 
 
 The first step is to choose that test which bears the high- 
 est correlation to the Criterion. Each test in turn is com- 
 bined with the first test to ascertain what the special con- 
 tribution of each to the combination already determined may 
 be. 
 
 We take, then, the Motor Test as the "combination" when 
 the Binet is combined with it, the Binet has a weighting of 
 .6736; the Motor and the other tests have a weighting as 
 follows : 
 
 Motor and Trabue give a weighting of .4797. 
 
 Hard D. " " " -2778. 
 
 Easy D. No. 2 " " " -7398. 
 
 3-D. Av. " " " " -4146. 
 
 Easy Opp. " " " " -2921. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 77 
 
 Mixed Rels. No. 1 " " " " .2751. 
 
 Mixed Rels. No. 2 " " " " .0003. 
 
 Substitution " " " " .5175. 
 
 A-Test Cancel. " " " " .1347. 
 
 Digits " " " " .3735. 
 
 Proverbs " " " " .1439. 
 
 Cards " " " " .7137. 
 
 Sorting " " .2572. 
 
 By inspection the Easy Directions No. 2 and the Cards 
 Test have the highest weighting. The first two combined 
 with the Motor Test make a contribution of .8968,; while 
 Cards and Motor have a correlation of .8666. Substitution 
 with Motor as a combination have a correlation of .8616 ; the 
 contribution of any of the other test is of less value at this 
 point. 
 
 Taking Motor and the Easy Directions No. 2 as the 
 combination, on the basis of the weightings already deter- 
 mined, we add the Trabue, which at this point receives a 
 weighting of .1880; the Hard Directions has a weighting in 
 this combination of 1419; Easy Directions No. 1 of .0169; 
 Easy Opposites of .1201 ; Mixed Relations No. 1 has a weight- 
 ing .0321; Mixed Relations No. 2, a weighting of 1363; 
 Subsitution has a weighting of .5162; the A-Test of weight- 
 ing of .1828; and Digits has a weighting of .3348; Card-Sort- 
 ing, a weighting of .9390; Sorting Test a weighting of .1767; 
 The highest of these weightings, the Card-Sorting Test, is, 
 selected for the next combination. 
 
 With this new combination, we then derive the weighting 
 of each of the other tests, in turn. Thus, when Motor, Easy 
 Directions No. 2 and the Card tests are combined, the Trabue 
 contribues .0823 ; Substitution .4734 ; Digits .3382. The other 
 weightings are of less value. When Substitution and Digits 
 are added to the former Combination, the aggregate correla- 
 tion is .9591. Each test makes some contribution to the 
 whole weighting, but in this case, additional tests increase 
 the sum-total contribution in only a slight measure. 
 
 The Special Test should now be considered. Feathers 
 and the Color Tests combined give a weighting of .2866; 
 Weights test has a negative value of .0903., and is, therefore, 
 to be dropped. When Judgment is combined with Feathers 
 and Color, the Feather test remaining as the constant, the 
 weighting becomes .4756. The correlation then becomes .7893. 
 With Color added, the correlation becomes .8002. 
 
 Surveying all the weightings in this group of test, the 
 contributions made by the Easy Directions No. 2., the Sub- 
 stitution, Cards and Digits tests, if the Motor Test is chosen 
 as a key test, have the greatest value. 
 
78 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Of the Special Test, the Feather Sorting and the Judg- 
 ment lests are to be selected in preference to the Color and 
 Weights tests. 
 
 It is possible, therefore, by this method to determine 
 the actual contribution made by each test, and let the weight- 
 ing thus derived be a guide as to the retention or rejection of 
 the tests under consideration. 
 
 Before practical use of these methods can be made 
 however, it is necessary to predict the scores within the 
 limits of which the test-records of the subject must lie. 
 
 The first step in this procedure is to select those teams 
 of test which bear the highest coefficient of correlation to 
 the Criterion and contain the individual tests which prove of 
 the greatest value in their practical application. 
 
 It is essential to choose more than one team because of 
 the varied demands of the Factory work. Hence, teams 
 No. 2., No. 3., No. 6 and No. 7. are chosen. 
 
 The Teams of Tests which are to be applied in this industry.* 
 
 Team II. 
 
 Trabue Completion 
 Sorting 
 
 Three-Directions 
 Digits 
 Substitution 
 
 Team VI. 
 Motor Control 
 Easy Directions No. 2 
 Substitution 
 Sorting 
 Digits 
 
 Team III. 
 
 Motor Control 
 
 Sorting 
 
 Easy Directions No. 2 
 
 Easy Opposites 
 
 Team VII. Special Tests 
 
 Feather Sorting 
 
 Judgment 
 
 Color Discrimination 
 
 It is of practical value to have a definite method for 
 scoring each Team of Tests. For this purpose it is necessary 
 to obtain the combined predicted score for each Team. This 
 is determined by dividing the Beta Weighting (obtained by 
 the method demonstrated above, of each test by the 
 Standard Deviation derived in that test, and multiplying each 
 individual's test-score by the quotient thus obtained. This 
 resulting quotient is usually an unwieldy number, a decimal 
 that is difficult to manipulate. It is, therefore, advisable to 
 reduce all the decimals in the Team to a workable form. This 
 can be done by either dividing or multiplying each quotient 
 by the same number. The algebraic theorem which states 
 that multiplying or dividing all the members of an expression 
 by the same number does not alter the existing relationship 
 
 *The directions for giving the special tests are found in the Appendix 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 79 
 
 between the members, justifies this proceeding. Having de- 
 termined by which process to reduce the quotients to numbers 
 that will make convenient multipliers the next step in the 
 procedure is to multiply each girl's test-score by the mul- 
 tiplier derived for each individual test. The sums of all the 
 products is the total score obtained by that individual in the 
 tests of that particular Team. 
 
 The range of test-scores varies. The significant value 
 of this operation lies, therefore, in the fact that, all the 
 test-scores are reduced to one level and a subject is said to 
 be rated in a certain decile in the combination of tests, rather 
 than in one decile in one test and in another decile in another 
 test etc. 
 
 Now, in order to determine what may be the level of 
 achievment demanded in Team No. 2, for instance, it is to 
 be noted that since the possible scores range from approxi- 
 mately 4224 to 1418 as a combination record, these are to be 
 regarded as test-limits. The accomanying table may be used 
 as a sample illustration of the method. 
 
 The girls whose individual records range from approxi- 
 mately 3000 to the upper limit in Team No. 2 do excellent 
 work; those whose records range from 2000 to 3000 are 
 fairly good, while those below the 2000 limit are doing poor 
 work. Therefore* we are justified in demanding a com- 
 bination score in Team Number Two of approximately 55 
 per cent, of the highest score made. 
 
 The same method of procedure is to be followed in each 
 of the other Teams. 
 
 Thus, the highest combination score for Team 3 is ap- 
 proximately 5000 and its lowest limit is about 1300. We find 
 no subjects on this scale who are doing good work, whose 
 records are below about 2500, which is approximately 60 per 
 cent, of the average record of the highest Group in this 
 test. In Team 3 the multiples are 19 for the Motor Test ; 12 
 for the Sorting Test; 8 for Easy Directions No. 2 and 7 for 
 the Easy Opposites. 
 
 In Team 6 the multiple for the Motor Test is 19; for the 
 Easy Directions Test is 14; for the Card-Sorting Test is 9; 
 for the Substitution Test is 3; and for the Digits Test is 1. 
 
 In Team 6 there is a range of possible scores of from 
 approximately 1500 to 4000. In this case we shall call 60 
 per cent, of the average score of those in the highest quartile 
 of the test a good passing mark. Thus, those whose record 
 scores are below an approximate rating of 2500 will not be 
 valuable assets in the Selecting Department. 
 
 The Special Tests, of which only 3 are retained, the 
 Feather Sorting, Judgment and Color Tests, have these 
 multiples respectively, 4, 6 and 3. 
 
80 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 The range in this test is from approximately 1200 to 700 
 as limiting scores. 
 
 In this instance, those obtaining a combination score of 
 approximately 1100 and over are to be rated as excellent, 
 those whose scores range from 900 to 1100 are fair, and any 
 person grading below the level of approximately 900 are to 
 be ranked as poor. This group is to be given a 75 per cent, 
 pass mark, or an obligatory score of approximately 900 points. 
 
 A record blank can readily be arranged upon this basis 
 for each team of tests. 
 
 FORM TO BE USED FOR RATING SUBJECTS 
 
 Name 
 
 Fitness 
 
 Credits 
 
 Total 
 
 
 Test 1 
 
 Test 2 
 
 Test 3 
 
 Test 4 
 
 Scores 
 
 
 
 
 
 
 
 
 
 
 
 
 
 Maximum 
 
 5cores 
 
 
 
 
 
 100% 
 
 97% 
 
 90% 
 
 100% 
 
 PERCENT RATING OF 5 SUBJECTS IN TESTS OF TEAM VII. 
 
 
 x 4 
 
 x 6 
 
 x 3 
 
 
 No. 
 
 Feather Test 
 
 Judgment 
 
 Color 
 
 Total 
 
 24 
 
 100 
 
 95 
 
 86 
 
 1228 
 
 49 
 
 95 
 
 80 
 
 80 
 
 1100 
 
 12 
 
 75 
 
 82 
 
 83 
 
 1041 
 
 50 
 
 70 
 
 72 
 
 82 
 
 958 
 
 51 
 
 25 
 
 74 
 
 60 
 
 724 
 
Chapter VII. 
 INTERPRETATION OF THE DATA. 
 
 No form of measurement, whether it be physical or 
 mental can be absolutely exact, but the more tests we give, 
 the closer is our approach to a perfect index of the subject's 
 mental status. The large number of tests applied in this in- 
 vestigation was made because of a desire to obtain as complete 
 a mental picture of the group as was possible. 
 
 The art of evaluating tests scientifically consists in mak- 
 ing checks and counter-checks that it may be definitely deter- 
 mined to what extent the test-results may be depended upon. 
 This has been done in our study by the methods of correla- 
 tion. The results demonstrate (1) which tests are of greatest 
 value from the view-point of the employer; (2) how tests 
 compare in difficulty of performance; (3) what combinations 
 of tests reveal the best standards by which to judge an 
 employee's capacity for work in the factory; (4) the relative 
 standing of individual girls; (5) the relative standing of the 
 groups engaged in the different departments of the factory; 
 (6) the indices of test- values derived from comparing the 
 rating of the girls in the tests with their rating by the Firm 
 as revealed in their daily work. 
 
 The aim has been to simply register all the positive in- 
 dications of intelligence. By means of the test-results, 
 different levels of proficiency requisite for a person who is 
 to be engaged in any one of the different departments of this 
 particular type of factory have been established. The "levels" 
 vary with the demands of the several departments. 
 
 In the second chapter of this investigation, the work 
 required in each of the departments of the factory is analyzed. 
 This study would be incomplete if the analysis of the require- 
 ments of the job and of the proficiency of the girls as 
 established by the tests were not brought together. Sub- 
 sequent chapters have been devoted to the analysis of test- 
 records and a comparison of those records with the rankings 
 of the firm. 
 
 The results of the application of methods to determine 
 the Partial and Multiple Correlations established between the 
 tests and the Criterion are in themselves sufficiently sig- 
 nificantto require no further comment regarding their value. 
 The "Teams of Tests" chosen by these methods of selection 
 
 81 
 
82 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 and elimination demonstrate the best means by which to 
 secure a swift and accurate picture of the applicant's native 
 capacity, in so far as that capacity will prove of use in this 
 type of work. 
 
 In the Fancy Department, it has been demonstrated 
 (Page 42) that the ability to reproduce the two designs 
 in eluded in the Binet Scale is a highly desirable accomplish- 
 ment for its workers. The Team of Tests 2 should be given; 
 60 per cent, must be obtained. If a subject falls below this 
 standard the chances are that she will be more satisfactory in 
 one of the other departments where a low grade of mentality 
 is acceptable. 
 
 In the Selecting Department, good judgment and the 
 ability to continue at a monotonous task are best revealed by 
 Team VI and the Binet Weight Test. Grade C in the memory 
 tests on the Binet Scale in also a requisite for the best grade 
 of worker. Team VII should be given to determine which 
 persons possess special ability for this type of work. The 
 Selectors of Raw Feathers do not need to reach as high a 
 grade of intelligence as do the Selectors of the Finished 
 Feathers and Team III should be given to them. The 3rd 
 or 4th Grade on the Motor Control Graded Scale is sifficiently 
 good. Grade C in the Binet Memory Tests is desirable. There 
 should be no more than seven piles in the Sorting Test, and 
 the time for the performance should not exceed 360". 
 
 In the Boa Department, the Motor Control Test is again 
 the principal criterion by which to judge whether a person 
 can engage to advantage in a monotonous task. Team III 
 or Team VI should be given. Grade C in the Auditory Memory 
 Tests is sufficient. 
 
 In the Dyeing Department, Team II is to be given. 
 
 The Benders and Twisters should be given Team 2 graded 
 3rd or 4th in the Motor Test. 
 
 The Errand Girls should have B-Grading in the Auditory 
 Memory Tests from the Binet-Scale and be given Team II. 
 
 In this schedule it will be noted that the lowest standard 
 in test-rating is acceptable in the Sorting of Raw Feathers, 
 and in the Department of Benders and Twisters. It was 
 found that many girls in these two departments were below 
 average intelligence. None of them had a mental age on the 
 Binet-Scale of more than 10.8., and the majority ranged from 
 9.4 to 10., while one girl (151) measured but 8.6. The point 
 of importance in this connection is that great many persons 
 who rank below the norm in psychological tests could be 
 usefully employed if a careful study were made not only of 
 the mental equipment of the subjects but also of the degree 
 of mental development required for the work in factories. 
 
 Until we know by what mental scale the majority of 
 those engaged in Factory Work should be judged, we cannot 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 83 
 
 determine any definite criterion for the mental measurements 
 of the steady, unskilled workers of the world. In this study, 
 if we consider the Binet Tests apart from the other standards 
 of measurement, a condition is revealed which permits the 
 conclusion that a great many individuals often regarded as 
 a dead loss to the industrial world can be utilized to good 
 purpose in a number of industries where manual dexterity is 
 more of a requirement than judgment or the ability to reason. 
 
 The Experimenter believes that this study has laid the 
 foundation for the utilization of Teams of Tests calculated 
 to measure this grade of labor material. 
 
 Furthermore, other questions whose sulution will greatly 
 increase the efficiency of the factory have been solved. The 
 tests have determined whether an applicant will do better 
 work as a selector, a bender, an employee in the Fancy Depart- 
 ment, in the Dyeing Department or as an Errand Girl. 
 
 When promotions are to be made, the Standards of 
 achievement that are to be considered a legitimate gauge by 
 which to designate the worthiest condidates can be ascertained 
 from an inspection of the analysis of the requirements set 
 forth in the Teams of Tests. Teams II, VI, and VII should be 
 given to those eligible for Promotion. 
 
 The fact that the relationship existent between the tests 
 and the Criterion are of a positive nature, and that, in some 
 cases they are of considerable magnitude, are convincing 
 proof of the practical applicability of the methods delineated. 
 
Chapter VIII. 
 
 CONFIRMATION OF THE TESTS 
 Three Years Later. 
 
 Calculations in which the human element enters to the 
 degree in which it is present in such tests as those described 
 in this paper are always open to question by the non-scientific 
 who are prone to look upon this sort of analysis as theory 
 pure and simple. 
 
 In order to refute any possible charge that the actual 
 progression and evolution of the personnel of the Factory 
 had been in contradiction to the results of the tests and the 
 conclusions drawn therefrom, the Examiner visited the 
 factory after allowing an interval of three years to elapse and 
 carefully a^certajiied the status of progression or regression 
 of evej^__s^bjji5lexamined three years, earHer^who still~re- 
 mained in the employ oJLtke Firm. As mucH information as 
 possible was gathered regarding^ those who had left the firm. 
 
 It is a source of satisfaction to record that the findings 
 f/of the tests are vindicated by a fairly close parallel between 
 I what the tests predicted and what actually developed in the 
 I operation of the factory. The girls scoring the highest mental 
 rating were found to have won promotion to positions of 
 Forewomen, while at the other end of the scale those rating 
 lowest had been dismissed and were no longer employed, or 
 else had remained in statu quo. / 
 
 ^Twenty-eight of the original force were found to be 
 still m me employ of the Firm. Of the forty-seven persons 
 who had left, however, thirteen had married, so that they 
 are not to be included in the group which the tests designated 
 as lacking in stability. 
 
 It is interesting to note that the mental status revealed 
 by the tests of the subjects leaving to get married is con- 
 tradictory and inconclusive and permits no such deduction, 
 for instance, as that the more mentally alert have a better 
 matrimonial chance than those ranking lower in the scale. 
 The records show that the subjects achieving matrimony 
 were nearly equally divided between the four quartiles of the 
 scale. 
 
 There were, then, thirty-four girls who had left the 
 Factory for other reasons than matrimony. 
 
 Of this thirty-four had proved undesirable or undesiring 
 
 about half Jiad ^beeliniesig l na-ted-by-4h tests" asr unsnitexi for 
 BimBltOfious work. The Motor Control Test was the principal 
 
 84 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 85 
 
 index in this diagnosis, although the careless execution of the 
 two Cancellation tests was also noted in this connection. 
 
 The distinction between undesirable and undesiring has 
 been made because in the class of unsteadfast persons are 
 some who are in no way mentally lethargic, but are, on the 
 contrary, alert and adventurous, and leave jobs, not through 
 inefficiency but through a craving for larger opportunities. 
 Persons such as No. 48., No. 15., and No. 5. were, it was 
 ascertained, employed as saleswoman, telephone operator and 
 cashier in other concerns. All three of these occupations put 
 a girl on a somewhat higher social basis in the estimation of 
 her comrades, and are also jobs offering an increase in salary. 
 
 Subjects No. 2., No. 7., No. 11., No. 27. and No. 42 had left 
 the Factory through other causes than matrimony, or an 
 advance in position. Their performances in the Motor and 
 Cancellation and Sorting Tests shewed them to be incapa- 
 citated for monotonous labor and this fact was incorporated 
 in the reports made at the time they were tested. 
 
 An Employer taking into consideration the results of 
 the Motor, Cancellation and Sorting Tests would never have 
 given work of a monotonous character or tasks requiring 
 delicate manipulative ability to girls ranking as these girls 
 ranked under tests designated to bring out manual dexterity 
 and the capacity to persevere at a repetitive type of work. 
 
 A. comparison between the records of the 28 girls who 
 had remained at the Factory and the records of those who had 
 left shows that the first group measured, on an average, 11.11 
 on the Binet-Simon Scale, while the second group scored an 
 average mental age of 10.85, according to the results of the 
 Binet test. In the Association, Linguistic, Directions and 
 Special Tests, the first group obtained an average score of 
 73 per cent, with a mean deviation of 6.75., while the second 
 group made an average score of 69.56 per cent., with a mean 
 deviation of 8.9. The differences, though slight, are suggestive 
 and might be of greater significance in a larger group. 
 
 The original testing established also what three years 
 of subsequent experience confirmed, namely that subjects 
 No. 65., No. 3., No. 63., No. 24., No. 45 were capable of per- 
 forming the tasks assigned to them. These girls were found 
 to have progressed in value to the Firm, and in productiveness 
 to themselves. 
 
 The most promising subjects, as revealed by high test- 
 scores, of those originally examined, include No. 65., No. 29., 
 No. 24., No. 71., No. 5., No. 75. These subjects never fell 
 below the median in the test-scores in both the Motor and 
 Intelligence tests. They were found to have been advanced 
 to positions of responsibility demanding initiative and alert- 
 ness of mind. Subject No. 65 is often called upon now to 
 
86 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 converse with the Firm's customers and demonstrate the 
 finished product placed on sale. 
 
 Subjects No. 24 and 30 who obtained ratings in the first 
 and second quartiles in the tests were occupying positions as 
 Forewomen. Numbers 46., 23., 20., 67., 12., and 42. were 
 continuing the same work in which they had been engaged at 
 the time of their examination, but their wages had been 
 advanced owing to their efficiency and incresed productiveness. 
 
 Twelve of the girls remaining in the employ of the Firm 
 upon this re-investigation were found to have been graded 
 generally in the 3rd or 4th Quartiles in their Test-Records. 
 
 To those who have made a study of psychological testing, 
 it will not be surprising that such corroboration of the test- 
 findings was obtained both at the top and at the bottom of 
 the Examiner's scale. As is well-known, the tests offer a 
 reliable means of ascertaining the very quick and the very 
 slow. 
 
 Not only, however, are the tests of high value in asist- 
 ing the Employer to arrive at a quick verdict as regards those 
 ranking at the two extremes of the scale but what is even 
 more desirable they provide for him a means of arriving at a 
 fairly accurate estimate of the industrial value of those in 
 the zone between the very good and the very poor. 
 
APPENDIX. 
 
 SPECIAL TESTS FOR THIS INDUSTRY. 
 
 VI. 1. Judgment Test. 
 
 Twenty strips of card-board were cut to approximate the 
 dimensions of the feathers used in the factory, thus: 
 
 Feather Dummies. 
 
 LENGTH 
 
 WIDTH LENGTH 
 
 20.5 
 17. 
 
 8.5 
 18. 
 
 8.5 
 12.5 
 16.5 
 18. 
 18.25 
 15.5 
 
 in. 
 
 9.75 in. 
 
 12. in.n 
 
 8. 
 
 13.5 
 
 7.5 
 
 15.5 
 
 7. 
 
 14.5 
 
 6.125 
 
 11. 
 
 6.5 
 
 11.5 
 
 10.5 
 
 14. 
 
 11. 
 
 16.5 
 
 9. 
 
 10. 
 
 8. 
 
 22.5 
 
 X 
 X 
 X 
 X 
 X 
 X 
 X 
 X 
 X 
 X 
 
 WIDTH 
 
 7.25 
 
 8. 
 
 8.25 
 17.25 
 
 7. 
 
 7. 
 
 8.75 
 
 8.25 
 
 9.25 
 11. 
 
 Instructions: Each strip of card-board should be cut accu- 
 rately as per above scale from fairly heavy 
 card-board. An extra strip should be shown 
 to the subject. The subject is told that a num- 
 ber of pieces of card board are to be held 
 before her and that each one has been cut 
 to correspond to the length and width of the 
 feathers which she is in the habit of sorting. 
 The experimenter says further: You are to 
 observe the strip held before you and you are 
 to write your estimate of the length and width 
 of each feather-dummy shown you. There are 
 numbers on the sheet of paper given you that 
 correspond with the numbers on the pieces of 
 card-board. 
 
 Each individual was given a sheet of paper at the top of 
 which she was told to write her name and the number that 
 had been given her. Below, under the word "Length", she 
 was to write her approximate estimate of the length of the 
 card, and under the word "Width", the estimated width, A 
 sheet of paper with these headings was given to each girl. 
 
 87 
 
88 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 Name 
 
 Identification Number 
 
 Length Width 
 
 1. by 
 
 2. by 
 
 3 etc. up to and including 20. 
 
 The pieces of card-board were each held at a distance of 
 18 inches from the subject and exposed for 10". A stop-watch 
 was used. 
 
 Scoring: For each correct judgment, a credit of 5 per cent 
 was given. For every error of a quarter of an 
 inch, 5 per cent was deducted from the score. For 
 every error of more than one-quarter of an inch, 
 one per cent, for each half-inch of error was de- 
 ducted from the score. 
 
 VI. Sorting Test. 
 
 Materials: A hundred strips of stiff card-board were cut to 
 correspond with twenty of the most commonly used feathers, 
 similar to those employed in the previous test. Five strips 
 of each size were cut. 
 
 Instructions: These strips were laid before the subject in a 
 random heap. The subject was told to treat 
 the pieces of card-board as if they were feath- 
 ers and sort them into piles, according to size. 
 "Lay those that are of the same length and 
 width together. Work as quickly and as care- 
 fully as you can." 
 
 Scoring: Score the time required for the entire sorting. 
 Credit 100 per cent, for five distinct piles of cards 
 of like size. For every error add five seconds to 
 the subject's time-score. If more than five piles 
 are made, add five seconds to the total time-score 
 for each additional pile. Subjects are graded on 
 the basis of their final time-score. 
 
 VI... 3. Card Sorting. 
 
 Materials: Two packs of ordinary playing cards from which 
 the two-spots had been removed, as 100 cards are scored 
 more easily than 108 cards. 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 89 
 
 Instructions: The subject was told to sort the pack of cards 
 into four neat piles according to suits. She 
 was shown a sample card of each suit to pre- 
 clude any errors on the ground of lack of know- 
 ledge of the four suits. If a subject is unfamil- 
 iar with the cards note should be made of it. 
 All of these subjects knew the suits and played 
 cards "occasionally." 
 
 Each subject was directed to sort the cards 
 as rapidly as possible without making any 
 errors. 
 
 Scoring: Time was recorded on the individual record blank 
 under Test VI.. .3. The majority of errors were 
 corrected by the subject who penalized herself 
 because of the extra time spent in rectifying mis- 
 takes. The Munsterberg method of penalties was 
 used. (Ref. 46). The subjects were arranged 
 as in the other tests in rank order of merit. 
 
 VI. 4. Discrimination of Color Test. 
 
 Materials: From a Wholesale Worsted Firm, a quantity of 
 wools, consisting of defective portions of skeins of all colors 
 and grades, was purchased. There were ten shades each of 
 four different colors, Blue, Green, Purple and Orange. Pieces 
 of these shades were cut into fifteen inch lengths and tied in 
 bows. There were forty other shades and colors which were 
 cut also into fifteen inch lengths and made into bows. Four 
 sets were arranged in each of which were placed a 
 complete set (i. e. ten shades), of either the Blue, Green, 
 Purple or Orange Wools. Mixed with each of these four sets 
 were put seventy-five bits of other worsteds, chosen at ran- 
 dom. Each set contained exactly the same number of pieces 
 of worsted. Each of these complete sets was put into a large 
 envelope on the outside of which was written the name of the 
 principal color contained therein, i.e. Blue, Green, Orange 
 or Purple. Before each subject a sheet of 8x10 paper was 
 laid. 
 
 Instructions: The directions were given orally, as follows: 
 Each of you has been given a sheet of paper. 
 Write your name on top of it. You have been 
 given an envelope that contains bits of worsted 
 of different colors. Those of you who have an 
 envelope upon which Green is written, are to 
 sort out the bits of worsted that are green; 
 in the same way, those of you who have an 
 envelope bearing the word "Blue" are to sort 
 out all the blue shades of wool, and so on with 
 
90 PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 
 
 the Orange and the Purple. Pay no attention 
 to any color save the one you have been told 
 to select. When the signal "Ready" is given, 
 empty the contents of your envelope on the 
 table and begin at once to sort out your color. 
 Put the worsteds that you have been told to 
 select on the white paper before you. Sort the 
 you are told to Stop, do so at once. Sort the 
 colors as quickly and carefully as you can. 
 One minute was allowed for the test. 
 After a girl had sorted one set, she was 
 given another set until each girl had sorted 
 each set. 
 
 Scoring: The results of the four color sortings were aver- 
 aged. There were 85 bits of worsted in each en- 
 velope, ten of which were removed from the rest. 
 A credit of 1 was given for each selection of the 
 designated shade, and a deduction of 1 when a 
 color was misplaced. The time was a constant 
 element in all instances, so that the rank order of 
 merit was derived on the basis of accuracy alone. 
 
 VI. . .5. The Motor Control Test. 
 
 Materials: On a sheet of 8x11 on legal paper, make lines on 
 the typewriter one-quarter of inch long, approximating thirty- 
 two rows with thirty-eight slants in a row, thus: I I I I I 
 
 Instructions: The subject is given a sheet and told at a signal 
 of "Ready" to draw a line through the center 
 of each slant. The Experimenter illustrates. 
 The time allowed for the test is optional with 
 the Experimenter. As this test is intended 
 to determine whether a subject has sufficient 
 stability to persist with steadiness and motor 
 control at an uninteresting and monotonous 
 task, it is desirable to have the sheet com- 
 pleted, or a time-limit of seven minutes and 
 thirty seconds given. The thirty second per- 
 iods should be checked off by the subject at the 
 command of the Experimenter, who tells the 
 subject to "check" at 30-second intervals. The 
 Experimenter illustrates by showing the sub- 
 ject a check-mark and she is told to continue 
 until directed to "stop". 
 
 Scoring: Astandard cross-stroke of approximately an eighth 
 of an inch longer than the obliques was chosen, 
 and only lines which crossed the slant were count- 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 91 
 
 ed. The number of passable strokes were estima- 
 ted on this basis. The sheets were graded by 
 three judges who considered them from the stand- 
 point of neatness and precision of stroke, and 
 arranged them first in five piles Excellent, good, 
 fair, poor ,and bad. The Experimenter then num- 
 bered these five piles 1 2 3 4 5. The three 
 judges then arranged the papers in rank order. 
 The average position obtained by each individual 
 in the Judges' Grading was calculated. The scor- 
 ing was on the basis of the first grading 90 per 
 cent, and over for the Excellent pile; 80 per cent, 
 to 90 per cent, for the good ; 65 per cent, to 80 per 
 cent, for the fair; 30 per cent, to 65 per cent, for 
 the "poor" and 30 per cent, and below for the very 
 poor or "bad" papers. 
 
BIBLIOGRAPHY. 
 
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 Chapters V., VII., XI. 
 
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 P. 873. 
 
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 29. Bernard Muscio, Lectures on Industrial Psychology. 
 
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 33. H. Goddard-Binet Measuring Scale of Intelligence: What it is 
 
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 92 
 
PSYCHOLOGICAL TESTS APPLIED TO FACTORY WORKERS 93 
 
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VITA 
 
 The writer was born in Ludlow, N. Y. May 10th, 1880. 
 She was prepared ^or college at the New York Preparatory 
 School and at Rosemary Hall, and has spent some time in tra- 
 vel and study abroad. She received the degree of A. B,, 
 Barnard College, 1911: A. M. Columbia University, 1912. 
 She specialized in Psychology and Socialogy during her entire 
 college course. The subject of her Master's Thesis was, "An 
 Introspective Study of Association Reaction Times." Since 
 then, has taken courses in Psychology, Psychiatry and Neu- 
 rology at Cornell University and Medical School, and was 
 assistant in the Department of Neuro- Pathology, 1914 - 192) . 
 She has been a Clinical Psychologist in New York City since 
 1912: and is now Consulting Psychologist at the Mental Clinic 
 Bellevue Hospital, She is a member of the N. Y. Psycholo- 
 gical Association, the N. Y. State Society Consulting Psy- 
 chologists, and the Psychological Corporation. 
 
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