Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
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Seite 272
... criterion measures have great importance for practical applications in personnel research . Criteria and criterion measures are , how- ever , of considerable interest in their own right . Much has been made of learning as much as ...
... criterion measures have great importance for practical applications in personnel research . Criteria and criterion measures are , how- ever , of considerable interest in their own right . Much has been made of learning as much as ...
Seite 273
... criterion measurement , an approach many ( e.g. , P. C. Smith , 1976 ) have argued against . The third criterion illustrates the logical fal- lacy of selecting criteria in personnel selection research according to the magnitude of ...
... criterion measurement , an approach many ( e.g. , P. C. Smith , 1976 ) have argued against . The third criterion illustrates the logical fal- lacy of selecting criteria in personnel selection research according to the magnitude of ...
Seite 274
... criterion , then Wallace's suggestion is to utilize this criterion because it is most per- tinent to the predictor - criterion hypothesis . The Ultimate Criterion Model Thorndike ( 1949 ) proposed what is essentially a hypothetical ...
... criterion , then Wallace's suggestion is to utilize this criterion because it is most per- tinent to the predictor - criterion hypothesis . The Ultimate Criterion Model Thorndike ( 1949 ) proposed what is essentially a hypothetical ...
Inhalt
Cognitive Theory in Industrial | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
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ability activities American Psychological Association 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 types UA models utility analysis utility model utility values validity variables