Handbook of Industrial and Organizational Psychology, Band 2Consulting Psychologists Press, 1990 - 984 Seiten Cognitive theory in industrial and organizational psychology; Individual behavior and organizational practices; Job analysis; The structure of work: job design and roles; Human factors in the workplace; Job behavior, performance, and effectiveness; Personnel assessment, selection, and placement; Recruitment, job choice, and post-hire consequences: a call for new research directions; Adaptation, persistence, and commitment in organizations; Training in work organizations; Utility analysis for decisions in human resource management; Attributes of individual in organizations; Physical abilities; Vocational interests, values, and preferences; Personality and personality measurement. |
Im Buch
Ergebnisse 1-3 von 87
Seite 448
... alternatives , denoted CLALT CLALT presents all of the outcomes associated with the best of the alternative roles available to the person . CLA's that are greater , more positive or less negative , than the outcomes experi- enced by the ...
... alternatives , denoted CLALT CLALT presents all of the outcomes associated with the best of the alternative roles available to the person . CLA's that are greater , more positive or less negative , than the outcomes experi- enced by the ...
Seite 465
... alternative jobs are normally inter- nal to the organization in which the person works . Failure to find acceptable alternatives within the organization leads to job searches outside the organization . Failure to find a suit- able ...
... alternative jobs are normally inter- nal to the organization in which the person works . Failure to find acceptable alternatives within the organization leads to job searches outside the organization . Failure to find a suit- able ...
Seite 467
... Alternative forms of withdrawal E. Intention to search for alternatives ( b ) Nonjob - related factors F. Search for alternatives G. Evaluation of alternatives H. Comparison of alternatives vs. present job ( c ) Unsolicited alternative ...
... Alternative forms of withdrawal E. Intention to search for alternatives ( b ) Nonjob - related factors F. Search for alternatives G. Evaluation of alternatives H. Comparison of alternatives vs. present job ( c ) Unsolicited alternative ...
Inhalt
Cognitive Theory in Industrial | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
56 weitere Abschnitte werden nicht angezeigt.
Andere Ausgaben - Alle anzeigen
Häufige Begriffe und Wortgruppen
ability activities Applied Psychology attributes behavior Bobko Boudreau Cascio characteristics coefficient cognitive cognitive architectures cognitive science concept connectionist constructs content validity correlation costs criteria criterion decision dimensions effects empirical employees estimates evaluation example formance function HRM program Hulin human factors hypothesis identify important individual industrial and organizational interview involved issues job analysis job performance Journal of Applied judgments KSAs labor economics learning managers measures memory ment meta-analysis methods needs assessment organization organizational psychology outcomes payoff percent performance appraisal person Personnel Psychology predict predictor problem procedures produce psychometric raters rating scales recruitment reflect relevant responses role salary sample Schmidt scores selection utility skills social specific studies supervisors task techniques theory tion tive training program turnover Type I error types UA models utility analysis utility model utility values validity variables
Verweise auf dieses Buch
Changing the Subject: Psychology, Social Regulation and Subjectivity Wendy Hollway,Couze Venn,Valerie Walkerdine,Julian Henriques,Cathy Urwin Keine Leseprobe verfügbar - 2004 |
Information, Organization and Management Ralf Reichwald,Rolf T. Wigand Eingeschränkte Leseprobe - 2008 |