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 330
... procedures that are used ; selection procedures will never be perfect and should not be evaluated against perfection . A selection procedure is useful if the organization can do a better job of hiring people with it than without it ...
... procedures that are used ; selection procedures will never be perfect and should not be evaluated against perfection . A selection procedure is useful if the organization can do a better job of hiring people with it than without it ...
Seite 528
... procedures that removed much of the ambiguity concerning the descrip- tive nature of tasks . They also developed methodology for collecting information rele- vant to task dimensions such as importance and frequency . Their findings ...
... procedures that removed much of the ambiguity concerning the descrip- tive nature of tasks . They also developed methodology for collecting information rele- vant to task dimensions such as importance and frequency . Their findings ...
Seite 820
... procedures on the basis of that judg- ment . Most physical tests will result in adverse impact , making it essential to fully docu- ment the physical requirements of work and to link tests explicitly to assessments of those requirements ...
... procedures on the basis of that judg- ment . Most physical tests will result in adverse impact , making it essential to fully docu- ment the physical requirements of work and to link tests explicitly to assessments of those requirements ...
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