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. |
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Seite 413
... effects on overall impressions of the recruiter , but small or nonsignificant effects on intentions to pur- sue or accept job offers . Moreover , this is true even at the point at which the recruiter would be expected to have maximal ...
... effects on overall impressions of the recruiter , but small or nonsignificant effects on intentions to pur- sue or accept job offers . Moreover , this is true even at the point at which the recruiter would be expected to have maximal ...
Seite 457
... effects designs to answer what is inherently a random - effects question . We lack knowledge of the naturally occurring dis- tributions of levels of social information that are encountered in work roles in nonsimulated organizations ...
... effects designs to answer what is inherently a random - effects question . We lack knowledge of the naturally occurring dis- tributions of levels of social information that are encountered in work roles in nonsimulated organizations ...
Seite 468
... effect on satisfaction - turnover corre- lations because of their effects on the base rate for turnover , then correlations between em- ployment rates and such correlations cannot be relied on to test either the simple conceptual ...
... effect on satisfaction - turnover corre- lations because of their effects on the base rate for turnover , then correlations between em- ployment rates and such correlations cannot be relied on to test either the simple conceptual ...
Inhalt
Contents | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
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Häufige Begriffe und Wortgruppen
ability activities American Psychological Association Applied Psychology approach attributes Bobko Boudreau Cascio characteristics coefficient cognitive cognitive architectures cognitive science concept connectionist constructs content validity correlation costs criteria 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 performance Journal of Applied judgments knowledge KSAs labor economics learning managers mance 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 suggests supervisors task techniques theory tion tive training program turnover types UA models utility analysis utility model utility values validity variables workers
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 |