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Breaugh ( 1981 ) measured demographic characteristics but did not specifically relate them to the individual differences hypothesis . ( Conversely , Breaugh cited the realism hypothesis as a possible explanation for his findings but did ...
Breaugh ( 1981 ) measured demographic characteristics but did not specifically relate them to the individual differences hypothesis . ( Conversely , Breaugh cited the realism hypothesis as a possible explanation for his findings but did ...
Seite 459
Competing hypotheses would suggest that well - educated or highly skilled , intelligent individuals are likely to have ... 1989 , are exceptions ) report independent assessments of individual dispositions ; Staw , Bell , and Clausen ...
Competing hypotheses would suggest that well - educated or highly skilled , intelligent individuals are likely to have ... 1989 , are exceptions ) report independent assessments of individual dispositions ; Staw , Bell , and Clausen ...
Seite 460
These theoretical factors may be independent of , or substantially correlated with , individuals ' dispositions . ... the importance of individual dispositional factors relative to the importance of other variables may be overstated .
These theoretical factors may be independent of , or substantially correlated with , individuals ' dispositions . ... the importance of individual dispositional factors relative to the importance of other variables may be overstated .
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ability activities actual Applied Psychology approach assessment attributes behavior chapter characteristics cognitive concept concern considered constructs correlation costs criteria criterion decision defined described determine dimensions discussed effects empirical employees estimates evaluation examined example exist expected factors Figure force function human human factors identify important increase individual industrial influence involved issues job analysis Journal of Applied judgments knowledge learning less managers mean measures memory ment methods needs noted observed operations organization organizational outcomes percent performance person Personnel positive possible practice predict predictor presented problem procedures produce question ratings recruitment refers reflect reported represent responses role sample scale Schmidt scores selection similar situations skills social sources specific standard structure studies suggests task theory tion training program types utility validity variables