Handbook of Industrial and Organizational Psychology |
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... tests is not often practicable because new and different tests would probably need to be developed to match each new and different criterion per- formance . A middle ground is necessary . Taxonomies of task activities encompassing real ...
... tests is not often practicable because new and different tests would probably need to be developed to match each new and different criterion per- formance . A middle ground is necessary . Taxonomies of task activities encompassing real ...
Seite 783
... tests and the sort of duties per- formed in the job to be filled " ( Kornhauser & Kingsbury , 1924 , p . 47 ) . 3 ... Tests should be empirically evaluated . Link ( 1924 ) had said that no test had any significance before it was tried ...
... tests and the sort of duties per- formed in the job to be filled " ( Kornhauser & Kingsbury , 1924 , p . 47 ) . 3 ... Tests should be empirically evaluated . Link ( 1924 ) had said that no test had any significance before it was tried ...
Seite 784
... tests in a trial test battery as might be needed in the final ver- sion was typically forgotten ; in fact , even " testing the tests " was often done casually was often done casually if at all . It was a period in which " every- body knew " ...
... tests in a trial test battery as might be needed in the final ver- sion was typically forgotten ; in fact , even " testing the tests " was often done casually was often done casually if at all . It was a period in which " every- body knew " ...
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