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 149
... obtained from a task inventory given to city government employees with PAQ di- mension scores obtained on the same positions . Their results indicated very little convergence between task- and worker - oriented dimensions . As was the ...
... obtained from a task inventory given to city government employees with PAQ di- mension scores obtained on the same positions . Their results indicated very little convergence between task- and worker - oriented dimensions . As was the ...
Seite 353
... obtained validity coefficients . At the very least , criterion ratings should be made without knowl- edge of the predictor data . Data should be obtained under standard and realistic conditions . Testing , inter- viewing , and ...
... obtained validity coefficients . At the very least , criterion ratings should be made without knowl- edge of the predictor data . Data should be obtained under standard and realistic conditions . Testing , inter- viewing , and ...
Seite 361
... obtained score differences reflect or exaggerate IRT - based ability estimates . Validity Generalization Traditional wisdom in the field of employee selection said that validity must be deter- mined anew in each situation . Although ...
... obtained score differences reflect or exaggerate IRT - based ability estimates . Validity Generalization Traditional wisdom in the field of employee selection said that validity must be deter- mined anew in each situation . Although ...
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
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 |