Psychological testing for selection is an emotive issue. As a result of extensive research, however, many of the myths and concerns surrounding the use of psychological tests have disappeared and there are many^ valid measures now used extensively in personnel selection. The Work Attitude Scale (WAS) is a psychometric questionnaire designed to identify a person's service - task orientation in the; workplace and it has been used widely within service industry organisations including banking, hospitality and tourism. The aim of this research was to evaluate the validity of the WAS and to comment on its use with a sample of blue collar employees within a process .manufacturing environment. A total of 452 applicants completed the WAS. The research sample numbered 110 employees. 32 of whom were tradesmen and the remaining 78 were employed in n on-trades classifications. The WAS was assumed to predict performance on the job. WAS scores of the 110 employees were reviewed to determine whether WAS criteria had been ACHIEVED/MOT ACHIEVED, The performance criterion was determined by supervisors' ratings of employee performance as SATISFACTORY/UNSATISFACTORY.
An analysis of the WAS scores showed that the SATISFACTORY and UNSATISFACTORY groups only differed significantly on one of the four scores. This difference indicated that the UNSATISFACTORY group had a higher task-orientation than the .SATISFACTORY group. In view of the 62 employees in the sample who were hired with scores which did not meet WAS criteria, it is evident that the WAS was not a significant factor in the hiring decision.
The results of this study suggest that further research needs to be undertaken into the receptivity of line management towards the use of objective testing methods in personnel selection. Other areas for investigation include the impact of the work environment on the personnel selection decision and on employee performance appraisal.