Handbook of Industrial and Organizational Psychology |
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Seite 71
... response if they follow that response closely in time . Such stimuli are called reinforcers . Second , rein- forcement is often used to describe a set of operations performed by the experimenter as in the statement , " the subject was ...
... response if they follow that response closely in time . Such stimuli are called reinforcers . Second , rein- forcement is often used to describe a set of operations performed by the experimenter as in the statement , " the subject was ...
Seite 437
... response , and each subject is likely to focus on an idiosyncratic interpretation of unrelated cues . The resulting response bias will ap- pear as random error variance . When only the appropriate response cues are present ( cf ...
... response , and each subject is likely to focus on an idiosyncratic interpretation of unrelated cues . The resulting response bias will ap- pear as random error variance . When only the appropriate response cues are present ( cf ...
Seite 1379
... response , then per- formance will " improve " with respect to that response but “ degrade ” ( or cease ) with respect to all other possible responses . What we mean by a learning task ( in Zajonc's sense of acquisition of a new response ) ...
... response , then per- formance will " improve " with respect to that response but “ degrade ” ( or cease ) with respect to all other possible responses . What we mean by a learning task ( in Zajonc's sense of acquisition of a new response ) ...
Inhalt
Toward Fusion | 1 |
Relationship of Trust and the Objectivity of Performance Criteria to Success | 4 |
Chapter | 7 |
Urheberrecht | |
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Häufige Begriffe und Wortgruppen
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