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 74
Seite 309
... procedure for this task selection ( Guion , 1978 ) . As discussed , however , care should be taken to represent with job knowledge items only those tasks that can be reasonably tested in a knowledge test mode . Regarding validity of ...
... procedure for this task selection ( Guion , 1978 ) . As discussed , however , care should be taken to represent with job knowledge items only those tasks that can be reasonably tested in a knowledge test mode . Regarding validity of ...
Seite 330
... procedures that are used ; selection procedures will never be perfect and should not be evaluated against perfection . A selection procedure is useful if the organization can do a better job of hiring people with it than without it ...
... procedures that are used ; selection procedures will never be perfect and should not be evaluated against perfection . A selection procedure is useful if the organization can do a better job of hiring people with it than without it ...
Seite 531
... procedures with panels of job supervisors , per- sonnel specialists , or experienced successful incumbents to develop the KSA information . Often the best procedure is to use panels of five to eight knowledgeable persons . It should be ...
... procedures with panels of job supervisors , per- sonnel specialists , or experienced successful incumbents to develop the KSA information . Often the best procedure is to use panels of five to eight knowledgeable persons . It should be ...
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 |