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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... judgments made by the user . First , the user must decide what kinds of vari- ables - what attributes or constructs - are likely to be useful . This decision constitutes a hypothesis , whether so designated or not , and the first three ...
... judgments made by the user . First , the user must decide what kinds of vari- ables - what attributes or constructs - are likely to be useful . This decision constitutes a hypothesis , whether so designated or not , and the first three ...
Seite 381
... judgments . The research points both to the value of pooled judgments from experts and , where the pool is small , the need to ensure that panels of judges are indeed experts in employment testing . Estimation of empirical correlation ...
... judgments . The research points both to the value of pooled judgments from experts and , where the pool is small , the need to ensure that panels of judges are indeed experts in employment testing . Estimation of empirical correlation ...
Seite 384
... judgments and the criterion , given the available infor- mation . The correlation of judgments with sub- sequent criterion performance ( r ) known in judgment research as the achievement index , is a straightforward criterion - related ...
... judgments and the criterion , given the available infor- mation . The correlation of judgments with sub- sequent criterion performance ( r ) known in judgment research as the achievement index , is a straightforward criterion - related ...
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 |