The Use of the Weitz-Evans Community Checklist in the Retail Appliance Sales Field: a validation study

Abstract

Nowhere in the history of the development of psychological tests can there be found any single period that surpasses, in terms of both quantity and quality of contributions made, that of World War II. The valuable findings of research conducted during this period have served as the strongest impetus that psychological tests have yet received. Research of the World War II period was responsible, to a large extent, for outlining the way to innumerable possibilities for the use of the testing technique. Progressive minded individuals in the areas of business and industry were quick to note the potential of this technique. They saw, in the use of psychological tests, the solution to many of their problems, particularly those associated with the selection and placement of employees. Consequently, the use of psychological tests for purposes of personnel selection in business and industry has been steadily increasing since that time. However, favorable experiences with psychological tests in business and industry has not always been the case. Misuse and abuse of the technique has, on occasions, given rise to some very costly and damaging effects. Extensive use of psychological tests as a tool in personnel selection has brought about a realization on the part of business and industry that (1) when properly used, the testing technique is able to satisfy a need f or objective information that is difficult to obtain from any of the other selection devices; (2) that there are definite limitations beyond which the efficacy of psychological tests rapidly decreases; (3) that a test, in order to be of real value, must conform with all the requirements of a truly scientific device; (4) that test administrators and interpreters must be more than just casually trained in the field of testing; that the predictive value of the testing device is directly related to the amount of skill possessed by the individuals handling the administration of it and the interpretation of the data obtained; and (5) that a worthwhile testing program is not inexpensive. An indication of the high degree of popularity now being experienced by psychological tests in business and industry can be discerned from the fact that a number of business organizations have set up separate testing sections within the framework of their general personnel operations. The principle concern of these testing sections is one of research. They are constantly active in their work of modifying, altering, redesigning, reevaluating and generally improving tests already in use, as well as developing new tests. They are genuinely interested in their search for new vistas through which they may promote their stock-in-trade. By reviewing various job areas and job classifications, these testing specialists are able to uncover many needs for their services. In so doing they create a condition in which the demand far exceeds the supply. Such a relation of demand and supply exists in the j ob classification that has been the inspiration for the present investigation, viz, retail appliance salesman. Probably because of the diversity of the qualifications demanded of a good salesman, there is an ever present need for aids in the selection of same. The testing device has proved to be among the more prolific sources for providing this aid, and as a result its use in sales personnel selection is continually increasing. recent American Management Association publication states that Available data indicates a great increase, over the past 13 years, in the use of tests in selecting salesmen. For example, out of 178 companies responding to A.M.A.’s survey, 95 (or 53 percent) use tests, as compared to 25 percent of companies covered by a similar A.M.A. survey in 1941. The intention of the present study is to investigate the possibility of employing an established test as a means of distinguishing among personnel in a job classification never before exposed to this particular test. The test, Weitz - Evans Community Checklist Form F, will be subjected to a series of validations that will bring forth the information necessary for determining whether- or not the technique can discriminate between successful and less successful retail appliance sales personnel stated more specifically, the hypothesis of this project is: the Weitz - Evans Community Checklist – Form F will not effectively discriminate between successful and less successful individuals employed in the retail appliance sales field. The term “attitude” will appear quite frequently through out this report. It should be understood, unless there is an indication to the contrary, that the term is meant to apply in its primary sense; that is, to represent the inclination to respond in a fairly definite, regular manner to conditions, situations, circumstances, etc. that have to do with basic standards, values, and other regulative principles which have been established by the individual as his fundamental guides. An attitude may vary slightly from time to time but generally the pattern of responses will remain consistant. It is intended that this section serve to introduce both the general and specific theme of the project, and to describe the relationship between them. It is hoped that an elaboration of this relationship can be developed through an arrangement of material in the following manner: Chapter II - a review of the literature, Chapter III - an explanation of the techniques and methodology employed, Chapter IV - presentation of findings, and Chapter V - summary field discussion of findings.