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1 0 1 Theory in Industrial and Organizational Psychology This section has been expanded to include chapters on individual differences theory , decision making theory , and cognitive theory . In fact , the first chapter of this volume is ...
1 0 1 Theory in Industrial and Organizational Psychology This section has been expanded to include chapters on individual differences theory , decision making theory , and cognitive theory . In fact , the first chapter of this volume is ...
Seite 215
As a practical matter , human factors considerations represent a relatively small portion of the total financial and psychological investment of most organizations , even in high - technology industries and military organizations in ...
As a practical matter , human factors considerations represent a relatively small portion of the total financial and psychological investment of most organizations , even in high - technology industries and military organizations in ...
Seite 489
Commitment based on internalization implies a congruence of the organizational values with those of the individual . This differentiation scheme is both conceptually and empirically helpful . The distinctions still leave room for ...
Commitment based on internalization implies a congruence of the organizational values with those of the individual . This differentiation scheme is both conceptually and empirically helpful . The distinctions still leave room for ...
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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