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 65
... discussed later in the five chapters of Section II ) and the nature of their work assignments . The nine chapters in this section vide in - depth coverage of both the science and technology of practices instrumental to accomplishing ...
... discussed later in the five chapters of Section II ) and the nature of their work assignments . The nine chapters in this section vide in - depth coverage of both the science and technology of practices instrumental to accomplishing ...
Seite 642
... discussed subsequently . Several enhancements to the B - C - G model have been proposed and applied , but the vast majority of empirical UA research has focused on selection systems using the B - C - G model . Therefore , we will now ...
... discussed subsequently . Several enhancements to the B - C - G model have been proposed and applied , but the vast majority of empirical UA research has focused on selection systems using the B - C - G model . Therefore , we will now ...
Seite 858
... discussed , the vocational counselor is still left with the task of reconciling or rational- izing apparently conflicting psychometric information . Predictive Validity Stability . This topic is ordinarily discussed in connection with ...
... discussed , the vocational counselor is still left with the task of reconciling or rational- izing apparently conflicting psychometric information . Predictive Validity Stability . This topic is ordinarily discussed in connection with ...
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