Handbook of Industrial and Organizational Psychology |
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Seite 187
... scores ( i.e. , measurement error ) : 1. Across many measurements of one person with the " same " instrument , error scores comprise a random normal deviate and the only reason an individual's score differs from one measurement to the ...
... scores ( i.e. , measurement error ) : 1. Across many measurements of one person with the " same " instrument , error scores comprise a random normal deviate and the only reason an individual's score differs from one measurement to the ...
Seite 190
... scores is an estimate of an individual's true score . 2. Since the mean of the true scores is the same for each column and e . ; = 0 , the ē.j means of the observed scores must also be the same for each column . 3. By considering the ...
... scores is an estimate of an individual's true score . 2. Since the mean of the true scores is the same for each column and e . ; = 0 , the ē.j means of the observed scores must also be the same for each column . 3. By considering the ...
Seite 344
... scores equal or exceed the minimum cutoff scores on all relevant predictors before he can be predicted to be a member of the criterion group . If a given prediction problem identi- fies six significant predictors , with six dif- ferent ...
... scores equal or exceed the minimum cutoff scores on all relevant predictors before he can be predicted to be a member of the criterion group . If a given prediction problem identi- fies six significant predictors , with six dif- ferent ...
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