Handbook of Industrial and Organizational Psychology |
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Seite 1089
... direct effects ments Block 8 Block 1 : No direct effects because valuation is a subjective act . Indirect effects include the high value of salt on the desert , the restrictions and taxes on smoke emission , variations in the sal ...
... direct effects ments Block 8 Block 1 : No direct effects because valuation is a subjective act . Indirect effects include the high value of salt on the desert , the restrictions and taxes on smoke emission , variations in the sal ...
Seite 1469
... direct personal experi- ence in the group which contradicts his prior expectancies or assumptions about what be- haviors are appropriate , revision of these assumptions is unlikely to occur . Such direct confirmation ( and discon ...
... direct personal experi- ence in the group which contradicts his prior expectancies or assumptions about what be- haviors are appropriate , revision of these assumptions is unlikely to occur . Such direct confirmation ( and discon ...
Seite 1486
... direct instruction in skill- and role - learning should not be under- estimated , especially for new group or orga- nization members . If the group elects to withhold direct instruction from an indi- vidual , his adaptation can be ...
... direct instruction in skill- and role - learning should not be under- estimated , especially for new group or orga- nization members . If the group elects to withhold direct instruction from an indi- vidual , his adaptation can be ...
Inhalt
Toward Fusion | 1 |
Relationship of Trust and the Objectivity of Performance Criteria to Success | 4 |
Chapter | 7 |
Urheberrecht | |
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Häufige Begriffe und Wortgruppen
ability Applied Psychology aptitude assessment attributes behavior biodata Campbell canonical correlation causal classification coefficient components concept construct validity correlation criterion cross-validation decision dependent variable dimensions Dunnette effects effort empirical ence equity theory evaluation example expectancy experiment experimental factor analysis goal havior human hypothesis individual industrial psychologists interaction interest internal validity interview inventory job analysis job enlargement Journal of Applied laboratory Lawler learning measures ment method motivation multiple observed occupational organization outcomes participant observation performance personnel persons possible posttest practitioner prediction predictor pretest problem procedure questionnaire questions regression reinforcement relationship relevant reliability response sample scale scores selection Sesame Street simulation situation Social Psychology specific statistical statistical conclusion validity structure subjects task techniques theory tion tional tive treatment University variables variance versus vocational preferences York