Handbook of Industrial and Organizational PsychologyRand McNally College Publishing Company, 1976 - 1740 Seiten Monograph on the theory and methodology of occupational psychology and organization development - covers personnel management, aptitude testing and skill measurement, behavioural processes in organizations, group dynamics, leadership and communication, etc. Diagrams, flow charts and references. |
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Seite 187
... score differs from one measurement to the next is because the error score is different . This im- plies that for the model to be useful we must apply it to a situation where the true score is stable . 2. Error scores are independent of true ...
... score differs from one measurement to the next is because the error score is different . This im- plies that for the model to be useful we must apply it to a situation where the true score is stable . 2. Error scores are independent of true ...
Seite 190
Marvin D. Dunnette. true score for each row . Thus the average of his observed scores is an estimate of an individual's true score . 2. Since the mean of the true scores is the same for each column and e.j = 0 , the means of the observed ...
Marvin D. Dunnette. true score for each row . Thus the average of his observed scores is an estimate of an individual's true score . 2. Since the mean of the true scores is the same for each column and e.j = 0 , the means of the observed ...
Seite 344
... scores equal or exceed the minimum cutoff scores on all relevant predictors before he can be predicted to be a member of the criterion group . If a given prediction problem identi- fies six significant predictors , with six dif- ferent ...
... scores equal or exceed the minimum cutoff scores on all relevant predictors before he can be predicted to be a member of the criterion group . If a given prediction problem identi- fies six significant predictors , with six dif- ferent ...
Inhalt
Toward Fusion | 1 |
Relationship of Trust and the Objectivity of Performance Criteria to Success | 4 |
Chapter | 7 |
Urheberrecht | |
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ability Applied Psychology aptitude assessment attributes behavior biodata Campbell canonical correlation causal classification coefficient components concepts construct validity correlation criterion cross-validation decision dependent variable dimensions Dunnette effects effort empirical ence equity theory evaluation example expectancy experiment experimental factor analysis goal havior human hypothesis individual industrial psychologists interaction interest internal validity interview inventory job analysis job enlargement Journal of Applied laboratory Lawler learning measures ment method motivation multiple observed occupational organization organizational outcomes participant observation performance personnel persons possible posttest practitioner prediction predictor pretest problem procedure questionnaire questions regression reinforcement relationship relevant reliability response sample scale scores selection Sesame Street simulation situation Social Psychology specific statistical statistical conclusion validity structure subjects task techniques theory tion tional tive treatment University variables variance vocational preferences York