Handbook of Industrial and Organizational Psychology |
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RESPONSES | III II IV in the sample because of chance or systemTABLE 1 atic factors , it is always wise to interview FOUR TYPES OF INTERVIEWS CLASSIFIED these individuals first . They may be ex- ACCORDING TO TYPE OF QUESTION AND cluded ...
RESPONSES | III II IV in the sample because of chance or systemTABLE 1 atic factors , it is always wise to interview FOUR TYPES OF INTERVIEWS CLASSIFIED these individuals first . They may be ex- ACCORDING TO TYPE OF QUESTION AND cluded ...
Seite 374
The ten- interview is that of stimulated recall . It endency to ask leading questions was reduced tails the graphic representation of the origiand rephrasing of questions was easier . nal situation ( e.g. , playing back of a film or ...
The ten- interview is that of stimulated recall . It endency to ask leading questions was reduced tails the graphic representation of the origiand rephrasing of questions was easier . nal situation ( e.g. , playing back of a film or ...
Seite 377
The au- Chapple's ( 1953 ) technique of varying thors felt that even though the interviews the interviewer's behavior during the course took eight hours , fatigue was no problem of the interview is also an effective means and the ...
The au- Chapple's ( 1953 ) technique of varying thors felt that even though the interviews the interviewer's behavior during the course took eight hours , fatigue was no problem of the interview is also an effective means and the ...
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Inhalt
Toward Fusion | 1 |
Correlation Matrix Among Composite Rating Scores for 119 Administrative | 4 |
Simplified Hypothetical Example of Application of Concept of JobComponent | 6 |
Urheberrecht | |
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ability achievement activities analysis Applied approach associated attributes behavior chapter choice components concerned construct correlation criterion decision dependent discussion effects effort error estimate evaluation example expectancy experiment experimental factors field Figure findings function given human important increase indicate individual industrial interaction interest interpretation interview inventory involved Journal kinds knowledge laboratory learning less major mean measures ment method motivation observed obtained occupational operations organization organizational outcomes particular performance personnel persons positive possible practical prediction predictor preference present Press problem procedure productivity Psychology questions reason relationship reported response sample scale scores selection similar situation social specific structure subjects suggest task techniques theory tion treatment types units University validity vari variables vocational York