Handbook of Industrial and Organizational Psychology |
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Seite 279
... percent ) than among controls ( average over twelve weeks = 83 percent ) , and this difference would have been even more marked if the one deviant pretest value had been removed from the experimental time - series . Hence , the effect ...
... percent ) than among controls ( average over twelve weeks = 83 percent ) , and this difference would have been even more marked if the one deviant pretest value had been removed from the experimental time - series . Hence , the effect ...
Seite 337
... percent , since 20 percent of the group actually left the job . The discriminant equation might yield a hit rate of about 80 percent for the " total " prediction , 80 percent for " stay , " but its real value would be in its ability to ...
... percent , since 20 percent of the group actually left the job . The discriminant equation might yield a hit rate of about 80 percent for the " total " prediction , 80 percent for " stay , " but its real value would be in its ability to ...
Seite 1209
... percent maintaining , 20 percent processing , 10 percent communicating and planning , and 5 percent monitoring and learning . Finally , he personally demands 30 percent planning , 25 percent learning , 20 percent routine tasks , 10 ...
... percent maintaining , 20 percent processing , 10 percent communicating and planning , and 5 percent monitoring and learning . Finally , he personally demands 30 percent planning , 25 percent learning , 20 percent routine tasks , 10 ...
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