Handbook of Industrial and Organizational Psychology |
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Seite 331
... predicted scores ; therefore , R- squared represents the proportion of vari- ance of the criterion variable that is ex- plainable or predictable from the predictor variate . When R2 is zero no differential prediction of the criterion is ...
... predicted scores ; therefore , R- squared represents the proportion of vari- ance of the criterion variable that is ex- plainable or predictable from the predictor variate . When R2 is zero no differential prediction of the criterion is ...
Seite 335
... prediction pos- sible for that set of data ( see Thorndike , Weiss , & Dawis , 1968 , for an example of cross - validating canonical correlations ) . Discriminant- and Multiple Discriminant- Function Rationale Linear discriminant ...
... prediction pos- sible for that set of data ( see Thorndike , Weiss , & Dawis , 1968 , for an example of cross - validating canonical correlations ) . Discriminant- and Multiple Discriminant- Function Rationale Linear discriminant ...
Seite 343
... prediction system to a cross - validation group or a new sample of individuals for whom predictions are required ... prediction of the criterion score for those individuals . Configural prediction techniques , there- fore , are best used ...
... prediction system to a cross - validation group or a new sample of individuals for whom predictions are required ... prediction of the criterion score for those individuals . Configural prediction techniques , there- fore , are best used ...
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