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 421
... studies focused mainly on applicant demographics ( with little theoretical justification ) . Using a series of partial and semipartial correlations , Conard and Ashworth found that individual differences in BIB scores accounted for a ...
... studies focused mainly on applicant demographics ( with little theoretical justification ) . Using a series of partial and semipartial correlations , Conard and Ashworth found that individual differences in BIB scores accounted for a ...
Seite 426
... studies included is also at issue ( e.g. , Cotton & Cook , 1982 ) . In the present case , 38 percent ( 8 of 21 ) of Premack and Wanous ' ( 1985 ) studies were unpublished ( and in five cases , had remained so for five years or more ) ...
... studies included is also at issue ( e.g. , Cotton & Cook , 1982 ) . In the present case , 38 percent ( 8 of 21 ) of Premack and Wanous ' ( 1985 ) studies were unpublished ( and in five cases , had remained so for five years or more ) ...
Seite 599
... studies of appraisal methods us- ing indices as criteria that are unclear , ambigu- ous , and in part , wrong " ( p . 471 ) . Some of these comments are related to the idea of having true scores , where truth is defined on the basis of ...
... studies of appraisal methods us- ing indices as criteria that are unclear , ambigu- ous , and in part , wrong " ( p . 471 ) . Some of these comments are related to the idea of having true scores , where truth is defined on the basis of ...
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 |