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Essay / Research Paper Abstract
This is a 5 page paper that provides an overview of psychological tests in organizations. The use of testing before and after hiring is explored. Bibliography lists 3 sources.
Page Count:
5 pages (~225 words per page)
File: KW60_KFwktest.doc
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Unformatted sample text from the term paper:
context of military operations, or even business. In fact, psychology has developed such a prominent place within the context of business, that an entire branch of "organizational psychology" has developed.
Organizational psychology is the use of psychological principles and theories to promote organizational success. It is most often practiced by using psychological tests on employees in order to assist in
either the selection of the best employees for a job, or after employment, in helping to train and develop the employee. Todays organizations make frequent use of organizational psychology, and
the administration of tests to employees is one dimension in which this can be most plainly seen. This paragraph helps the student explore a form of pre-employment psychological testing. Psychological
testing can be used in the workplace in a wide variety of contexts. For instance, whenever an organization needs to hire a new employee, it is in the organizations best
interest to ensure that the individual hired is the right fit for the job in question. If someone were hired, only to quit or be fired a few months later,
this would represent a major financial loss for the company, due to its investment in the new hires training and integration, without the hire producing much value in exchange. For
this reason, organizations often use psychological testing during the interview and application process in order to help select candidates who are likely to make good employees. In order to successfully
do this, the organization must first perform a validation study, however (Spector, 2005). This involves first and foremost identifying a selection of criteria which are regarded as the most important
skills and traits to possess in the context of the job which is to be performed (Spector, 2005). Employers then use psychological principles and understanding of human personality to choose
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