Handbook of Industrial and Organizational Psychology |
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Seite 746
... important objectives of the organization and of the people in it . Neither the criterion nor the measure of it should be biased or trivial ( Ghiselli & Brown , 1955 , Chap . 4 ) . In order to insure the importance of a criterion ...
... important objectives of the organization and of the people in it . Neither the criterion nor the measure of it should be biased or trivial ( Ghiselli & Brown , 1955 , Chap . 4 ) . In order to insure the importance of a criterion ...
Seite 1496
... important means of " short- cutting ” the need to use discretionary stimuli on a continuous basis to control the ... important in the eyes of group mem- bers will be brought under normative con- trol , it does not imply that normatively ...
... important means of " short- cutting ” the need to use discretionary stimuli on a continuous basis to control the ... important in the eyes of group mem- bers will be brought under normative con- trol , it does not imply that normatively ...
Seite 1652
... important by managers everywhere . But the degree to which these needs were satisfied did not live up to the managers ' expectations . In contrast , the lower level needs were regarded by managers as being of relatively little importance ...
... important by managers everywhere . But the degree to which these needs were satisfied did not live up to the managers ' expectations . In contrast , the lower level needs were regarded by managers as being of relatively little importance ...
Inhalt
Toward Fusion | 1 |
Relationship of Trust and the Objectivity of Performance Criteria to Success | 4 |
Chapter | 7 |
Urheberrecht | |
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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