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Seite 364
( Schmidt , Hunter , Pearlman , & Shane , 1979 ) . trait - performance relationships in the world of work , thus enabling the field of personnel psychology to move beyond a mere technology to the status of a science " ( Schmidt & Hunter ...
( Schmidt , Hunter , Pearlman , & Shane , 1979 ) . trait - performance relationships in the world of work , thus enabling the field of personnel psychology to move beyond a mere technology to the status of a science " ( Schmidt & Hunter ...
Seite 396
Schmidt , F. L. , Berner , J. G. , & Hunter , J. E. ( 1973 ) . Racial differences in validity of employment tests : Reality or illusion ? Journal of Applied Psychlogy , 58 , 5-9 . Schmidt , F. L. , Gast - Rosenberg , I. , & Hunter ...
Schmidt , F. L. , Berner , J. G. , & Hunter , J. E. ( 1973 ) . Racial differences in validity of employment tests : Reality or illusion ? Journal of Applied Psychlogy , 58 , 5-9 . Schmidt , F. L. , Gast - Rosenberg , I. , & Hunter ...
Seite 640
Hunter and Schmidt ( 1982 ) and Schmidt , Hunter , McKenzie , and Muldrow ( 1979 ) proposed that many mistakenly believe that utility equations are of no value unless the data exactly fit the linear homoskedastic model and all marginal ...
Hunter and Schmidt ( 1982 ) and Schmidt , Hunter , McKenzie , and Muldrow ( 1979 ) proposed that many mistakenly believe that utility equations are of no value unless the data exactly fit the linear homoskedastic model and all marginal ...
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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