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 29
... goals to inhibit attention to informa- tion not related to the execution of goal - related activity . Further , when difficult goals are set , learning on complex tasks may be inhibited by the same types of selection - for - action ...
... goals to inhibit attention to informa- tion not related to the execution of goal - related activity . Further , when difficult goals are set , learning on complex tasks may be inhibited by the same types of selection - for - action ...
Seite 50
... goals , priming , affect , memory look - ups , and social feedback ) . One critical distinction that is often not ... goals exist on multiple levels , only some of which are appropriately conceptualized as being cognitive or involving ...
... goals , priming , affect , memory look - ups , and social feedback ) . One critical distinction that is often not ... goals exist on multiple levels , only some of which are appropriately conceptualized as being cognitive or involving ...
Seite 543
... goals , do - your- best goals , or no goals at all . Goals appear to have more predictable effects when given in specific terms rather than as a vague set of intentions . Goals must be matched to individuals ' ability levels in such a ...
... goals , do - your- best goals , or no goals at all . Goals appear to have more predictable effects when given in specific terms rather than as a vague set of intentions . Goals must be matched to individuals ' ability levels in such a ...
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 |