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 183
... influences will be most pronounced . Given the formality with which established elements are treated , we would expect that it is primarily the emergent elements of the role that will be susceptible to this kind of influence . The O ...
... influences will be most pronounced . Given the formality with which established elements are treated , we would expect that it is primarily the emergent elements of the role that will be susceptible to this kind of influence . The O ...
Seite 297
... influence performance ratings and what cues influence raters when they make judgments about others ' work performance . These approaches include ( a ) investigations focused on the effects of rater and ratee charac- teristics on ratings ...
... influence performance ratings and what cues influence raters when they make judgments about others ' work performance . These approaches include ( a ) investigations focused on the effects of rater and ratee charac- teristics on ratings ...
Seite 455
... influence individuals ' work role affect can be illustrated by considering four individu- als who work in jobs that ... influence on work role affect , local economic conditions , should create a relation between the two influences ...
... influence individuals ' work role affect can be illustrated by considering four individu- als who work in jobs that ... influence on work role affect , local economic conditions , should create a relation between the two influences ...
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