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 629
... Payoff Function for UA Models The fourth component of an MAU model is the payoff function , which specifies how the attribute levels are to be combined into an overall utility value . Deciding where to locate a new hospital might ...
... Payoff Function for UA Models The fourth component of an MAU model is the payoff function , which specifies how the attribute levels are to be combined into an overall utility value . Deciding where to locate a new hospital might ...
Seite 645
... payoff for utility analysis is " all consequences of a given decision that concern the person making the decision ... payoff measure implies positive program utility but a more accurate ( though more expensive ) measure leads to the same ...
... payoff for utility analysis is " all consequences of a given decision that concern the person making the decision ... payoff measure implies positive program utility but a more accurate ( though more expensive ) measure leads to the same ...
Seite 647
... payoff definition from profits . Payoff as Increased Profits . The initial attention to the payoff function for utility analysis proceeded from the notion that the payoff scale should be applicable to business decisions and should be ...
... payoff definition from profits . Payoff as Increased Profits . The initial attention to the payoff function for utility analysis proceeded from the notion that the payoff scale should be applicable to business decisions and should be ...
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