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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... formance areas averaged across its members . In addition to the D or D2 measure and Cronbach's component scores , other accuracy or validity indices have been used . Borman ( 1975 ) and Athey and McIntyre ( 1987 ) corre- lated ratings ...
... formance areas averaged across its members . In addition to the D or D2 measure and Cronbach's component scores , other accuracy or validity indices have been used . Borman ( 1975 ) and Athey and McIntyre ( 1987 ) corre- lated ratings ...
Seite 305
... formance . In a sense , the argument is compel- ling : What could be more direct and fair than to assess employees ' performance on a job by having them actually perform some of the most important tasks associated with it ? The per- ...
... formance . In a sense , the argument is compel- ling : What could be more direct and fair than to assess employees ' performance on a job by having them actually perform some of the most important tasks associated with it ? The per- ...
Seite 315
... formance , are used within a synthetic validity framework to evaluate the generalizabil- ity of test validities . Finally , the reliable and robust representation of performance in multidimensional terms across jobs should considerably ...
... formance , are used within a synthetic validity framework to evaluate the generalizabil- ity of test validities . Finally , the reliable and robust representation of performance in multidimensional terms across jobs should considerably ...
Inhalt
Cognitive Theory in Industrial | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
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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
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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 |