Handbook of Industrial and Organizational Psychology |
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Seite 105
... person compares his or her out- come / input ratio , either consciously or un- consciously , to what is perceived to be the ratio of another person or persons . This comparison object need not necessarily be any one individual ; it may ...
... person compares his or her out- come / input ratio , either consciously or un- consciously , to what is perceived to be the ratio of another person or persons . This comparison object need not necessarily be any one individual ; it may ...
Seite 271
... persons and from the controls provide the only approximate and tentative ways we have of estimating what the re- gression might have been in the absence of a treatment . But whatever is done , there can be no substitute for presenting ...
... persons and from the controls provide the only approximate and tentative ways we have of estimating what the re- gression might have been in the absence of a treatment . But whatever is done , there can be no substitute for presenting ...
Seite 453
... persons and subjects varies widely among different laboratory studies ; they may also differ from the nature of interpersonal communication in organiza- tions , the criterion setting . At one extreme , stimulus persons ( e.g. , leaders ) ...
... persons and subjects varies widely among different laboratory studies ; they may also differ from the nature of interpersonal communication in organiza- tions , the criterion setting . At one extreme , stimulus persons ( e.g. , leaders ) ...
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