Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
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... force is reduced in future time periods ) , and ( c ) repeated separations over time that are replaced with acquisitions . The first case re- flects the focus of most selection utility models ; the second case reflects decisions about ...
... force is reduced in future time periods ) , and ( c ) repeated separations over time that are replaced with acquisitions . The first case re- flects the focus of most selection utility models ; the second case reflects decisions about ...
Seite 700
... force utility is the sum of the work force value in the two jobs , minus the costs of accommodating internal / external move- ments occurring during that period . Figure 2 depicts the work force value in the two jobs initially ( Boxes A ...
... force utility is the sum of the work force value in the two jobs , minus the costs of accommodating internal / external move- ments occurring during that period . Figure 2 depicts the work force value in the two jobs initially ( Boxes A ...
Seite 704
... force when programmers are promoted , producing a total work force value of $ 296.90 million . Option 3 analyzes internal staffing in the typical manner , acknowledging the valid- ity of the assessment center ( presumed to equal .35 ...
... force when programmers are promoted , producing a total work force value of $ 296.90 million . Option 3 analyzes internal staffing in the typical manner , acknowledging the valid- ity of the assessment center ( presumed to equal .35 ...
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