Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
Im Buch
Ergebnisse 1-3 von 73
Seite 626
... Decision Options : HRM Productivity - Enhancement Programs Any MAU model requires a focus of analysis— the decision options considered . For example , an MAU model for deciding where to build a new hospital might focus on options ...
... Decision Options : HRM Productivity - Enhancement Programs Any MAU model requires a focus of analysis— the decision options considered . For example , an MAU model for deciding where to build a new hospital might focus on options ...
Seite 670
... decision value that could be derived from that information . In the example , if the decision maker had perfect information , then there is a 20 percent chance that the infor- mation would foretell a low selection ratio . With this ...
... decision value that could be derived from that information . In the example , if the decision maker had perfect information , then there is a 20 percent chance that the infor- mation would foretell a low selection ratio . With this ...
Seite 710
... decisions , enhance cred- ibility , and encourage a broader decision focus , existing research has not empirically investi- gated these phenomena . Future research must examine whether the UA results affect mana- gerial decisions ...
... decisions , enhance cred- ibility , and encourage a broader decision focus , existing research has not empirically investi- gated these phenomena . Future research must examine whether the UA results affect mana- gerial decisions ...
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