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 420
... individual differ- ences hypothesis . ( Conversely , Breaugh cited the realism hypothesis as a possible explana- tion for his findings but did not measure real- ism . ) Finally , Swaroff et al . ( 1985 ) intended to address both ...
... individual differ- ences hypothesis . ( Conversely , Breaugh cited the realism hypothesis as a possible explana- tion for his findings but did not measure real- ism . ) Finally , Swaroff et al . ( 1985 ) intended to address both ...
Seite 460
... individual workers want or do not want from their jobs . All of the models discussed are sufficiently general to permit individual differences in preferences for different work role outcomes . The models make no assumptions about the ...
... individual workers want or do not want from their jobs . All of the models discussed are sufficiently general to permit individual differences in preferences for different work role outcomes . The models make no assumptions about the ...
Seite 544
... individual preferences among those outcomes . The ex- pectancy can vary , as can the valence , or strength , of an individual's preference for an outcome . Vroom states that outcomes have a particular valence value because they are in ...
... individual preferences among those outcomes . The ex- pectancy can vary , as can the valence , or strength , of an individual's preference for an outcome . Vroom states that outcomes have a particular valence value because they are in ...
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 |