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Seite 315
Effort / leadership , personal discipline , and the two technical proficiency constructs appear quite broadly relevant . The military bearing construct seems more specific to a military setting . It would be productive to do more work ...
Effort / leadership , personal discipline , and the two technical proficiency constructs appear quite broadly relevant . The military bearing construct seems more specific to a military setting . It would be productive to do more work ...
Seite 331
Even a construct that is not widely used or researched can be useful if it makes good sense in the context at hand . ... Empirical research to test the tenability of the hypothesis requires that the constructs be operationalized ( i.e. ...
Even a construct that is not widely used or researched can be useful if it makes good sense in the context at hand . ... Empirical research to test the tenability of the hypothesis requires that the constructs be operationalized ( i.e. ...
Seite 334
One may find later that the critical criterion constructs cannot be validly measured , but identifying and clarifying them can be helpful in specifying predictor constructs . . Criterion constructs are statements of organizational ...
One may find later that the critical criterion constructs cannot be validly measured , but identifying and clarifying them can be helpful in specifying predictor constructs . . Criterion constructs are statements of organizational ...
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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