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Seite 319
Journal of Applied Psychology , 68 , 218-226 . Becker , B. E. , & Cardy , R. L. ( 1986 ) . Influence of halo error on appraisal effectiveness : A conceptual and empirical reconsideration . Journal of Applied Psychology , 71 , 662-671 .
Journal of Applied Psychology , 68 , 218-226 . Becker , B. E. , & Cardy , R. L. ( 1986 ) . Influence of halo error on appraisal effectiveness : A conceptual and empirical reconsideration . Journal of Applied Psychology , 71 , 662-671 .
Seite 323
Journal of Applied Psychology , 59 , 445–451 . Komaki , J. ( 1981 , August ) . Behavioral measurement : Toward solving the criterion problem . Paper presented at the annual meeting of the American Psychological Association , Los Angeles ...
Journal of Applied Psychology , 59 , 445–451 . Komaki , J. ( 1981 , August ) . Behavioral measurement : Toward solving the criterion problem . Paper presented at the annual meeting of the American Psychological Association , Los Angeles ...
Seite 396
Journal of Applied Psychology , 68 , 374–381 . Sackett , P. R. , Zedeck , S. , & Fogli , L. ( 1988 ) . Relations between measures of typical and maximum job performance . Journal of Applied Psychology , 73 , 482-486 .
Journal of Applied Psychology , 68 , 374–381 . Sackett , P. R. , Zedeck , S. , & Fogli , L. ( 1988 ) . Relations between measures of typical and maximum job performance . Journal of Applied Psychology , 73 , 482-486 .
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ability activities actual Applied Psychology approach assessment attributes behavior chapter characteristics cognitive concept concern considered constructs correlation costs criteria criterion decision defined described determine dimensions discussed effects empirical employees estimates evaluation examined example exist expected factors Figure force function human human factors identify important increase individual industrial influence involved issues job analysis Journal of Applied judgments knowledge learning less managers mean measures memory ment methods needs noted observed operations organization organizational outcomes percent performance person Personnel positive possible practice predict predictor presented problem procedures produce question ratings recruitment refers reflect reported represent responses role sample scale Schmidt scores selection similar situations skills social sources specific standard structure studies suggests task theory tion training program types utility validity variables