Handbook of Industrial and Organizational Psychology |
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Seite 105
... person's inputs and outcomes in an ex- change relationship , ( b ) the social compari- son process that is used by the individual , ( c ) conditions leading to perceptions of equity or inequity , ( d ) possible effects of in- equity ...
... person's inputs and outcomes in an ex- change relationship , ( b ) the social compari- son process that is used by the individual , ( c ) conditions leading to perceptions of equity or inequity , ( d ) possible effects of in- equity ...
Seite 108
... person to alleviate the situation . It is proper to speculate on whether or not these forces are the same for over- and under - reward . In the organizational situation , Person may react to underpayment with decreased effort , demands ...
... person to alleviate the situation . It is proper to speculate on whether or not these forces are the same for over- and under - reward . In the organizational situation , Person may react to underpayment with decreased effort , demands ...
Seite 561
... person - person , person - environment interactions . Current knowledge of a person's vocational interests , and the vocational interests of his co- workers , provides a simple set of techniques and formulations for these tasks . Because a ...
... person - person , person - environment interactions . Current knowledge of a person's vocational interests , and the vocational interests of his co- workers , provides a simple set of techniques and formulations for these tasks . Because a ...
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