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 173
... Definition of Jobs For the purpose of developing a theory of job - role differentiation , jobs will be defined as a set of task elements grouped together under one job title and designed to be performed by a single individual . The task ...
... Definition of Jobs For the purpose of developing a theory of job - role differentiation , jobs will be defined as a set of task elements grouped together under one job title and designed to be performed by a single individual . The task ...
Seite 197
... definition of role conflict and the definition in use . We stated earlier that role conflict , if defined by re- searchers , is defined as an incompatibility of demands facing the focal person . Strictly speaking , according to this ...
... definition of role conflict and the definition in use . We stated earlier that role conflict , if defined by re- searchers , is defined as an incompatibility of demands facing the focal person . Strictly speaking , according to this ...
Seite 836
... definition to conceptual definition . The problem with conceptual definition— in which a concept is defined in terms of lower- level , more fundamental , previously defined , or more familiar concepts - is that eventually one is reduced ...
... definition to conceptual definition . The problem with conceptual definition— in which a concept is defined in terms of lower- level , more fundamental , previously defined , or more familiar concepts - is that eventually one is reduced ...
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