Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
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... example , for a supervisor's job , " Knowl- edge of how to order personal office supplies " might be trivial . Usually , it is possible to avoid most trivial items by emphasizing the development of KSAS only for those tasks that have ...
... example , for a supervisor's job , " Knowl- edge of how to order personal office supplies " might be trivial . Usually , it is possible to avoid most trivial items by emphasizing the development of KSAS only for those tasks that have ...
Seite 534
... example of an importance scale for tasks is presented in Table 9. An example of a recall level required on day one for knowl- edge is presented in Table 10. This scale would be used when the level of knowledge required on day one is ...
... example of an importance scale for tasks is presented in Table 9. An example of a recall level required on day one for knowl- edge is presented in Table 10. This scale would be used when the level of knowledge required on day one is ...
Seite 880
... example , John Holland's theory , which postulates six pure vocational types defined in terms of a distinct set of motives , values , and interests . The theory provides a taxonomy of the types of per- sons found in the work force - for ...
... example , John Holland's theory , which postulates six pure vocational types defined in terms of a distinct set of motives , values , and interests . The theory provides a taxonomy of the types of per- sons found in the work force - for ...
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