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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... method of " value of goods and services . " Authors note subjects were asked to " consider what the cost would be of having an outside firm provide the products or services to them . " ( p . 492 ) Estimation Method Standard Schmidt et ...
... method of " value of goods and services . " Authors note subjects were asked to " consider what the cost would be of having an outside firm provide the products or services to them . " ( p . 492 ) Estimation Method Standard Schmidt et ...
Seite 841
... method . If by the rational method , items are written , selected or evaluated , and scored in accordance with the- ory . Items and their response choices are then judged as to how well they embody or repre- sent theory . From this ...
... method . If by the rational method , items are written , selected or evaluated , and scored in accordance with the- ory . Items and their response choices are then judged as to how well they embody or repre- sent theory . From this ...
Seite 843
... method uses patterns of scale scores , whereas Kuder's method uses patterns of item scores . The nested structure of the distinctions presented above may serve the purposes of presentation , but the reader is not supposed to get the ...
... method uses patterns of scale scores , whereas Kuder's method uses patterns of item scores . The nested structure of the distinctions presented above may serve the purposes of presentation , but the reader is not supposed to get the ...
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 |