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 92
Seite 72
... Job Analysis Background HISTORICALLY , JOB ANALYSIS has been a relatively soporific area of industrial and orga- nizational psychology , characterized by neither heated controversy nor prominent visibility in the research literature ...
... Job Analysis Background HISTORICALLY , JOB ANALYSIS has been a relatively soporific area of industrial and orga- nizational psychology , characterized by neither heated controversy nor prominent visibility in the research literature ...
Seite 73
... job analysis as an area of research and practice has many problems due in large part to a state of basic terminological confusion . Remedial action is needed on ... analysis context . However , much of our current se- mantic Job Analysis 73.
... job analysis as an area of research and practice has many problems due in large part to a state of basic terminological confusion . Remedial action is needed on ... analysis context . However , much of our current se- mantic Job Analysis 73.
Seite 119
... Job Analysis Data Although I would like to think that organiza- tions collect and use job analysis data because it is the right thing to do and will result in more effective human ... job analysis , as it spelled out Job Analysis 119.
... Job Analysis Data Although I would like to think that organiza- tions collect and use job analysis data because it is the right thing to do and will result in more effective human ... job analysis , as it spelled out Job Analysis 119.
Inhalt
Contents | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
53 weitere Abschnitte werden nicht angezeigt.
Andere Ausgaben - Alle anzeigen
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 |