Handbook of Industrial and Organizational Psychology |
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Seite 217
... selected and unselected groups are known for the explicit selection variable but not for the implicit variable . b ) Vice versa . in hopes of accounting for the selection fac- cific cohort. mulae are different depending on what in ...
... selected and unselected groups are known for the explicit selection variable but not for the implicit variable . b ) Vice versa . in hopes of accounting for the selection fac- cific cohort. mulae are different depending on what in ...
Seite 723
... selection teams can depend on a reasonable amount of transfer from the old to the new systems . In other cases , however , the novel elements in a sys- tem may be so many and so important that that the psychologist must use all his ...
... selection teams can depend on a reasonable amount of transfer from the old to the new systems . In other cases , however , the novel elements in a sys- tem may be so many and so important that that the psychologist must use all his ...
Seite 777
... SELECTION is more highly developed than in recruiting or place- ment ; therefore , the major emphasis is on selection . Selection technology stems historically from concepts of test validation , and discussions of both criterion ...
... SELECTION is more highly developed than in recruiting or place- ment ; therefore , the major emphasis is on selection . Selection technology stems historically from concepts of test validation , and discussions of both criterion ...
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