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 281
... raters , ( d ) examination of the performance judgment process to aid in understanding and improving ratings , and ( e ) evaluation of ratings in relation to psychometric proper- ties ( e.g. , halo , reliability , validity , and accu ...
... raters , ( d ) examination of the performance judgment process to aid in understanding and improving ratings , and ( e ) evaluation of ratings in relation to psychometric proper- ties ( e.g. , halo , reliability , validity , and accu ...
Seite 292
... raters trained using one of the approaches just discussed and ratings generated by untrained raters . Results suggest the following conclusions : . Error training is usually successful in reducing the target psychometric error ( e.g. ...
... raters trained using one of the approaches just discussed and ratings generated by untrained raters . Results suggest the following conclusions : . Error training is usually successful in reducing the target psychometric error ( e.g. ...
Seite 297
... raters use in mak- ing performance judgments and how those factors influence ratings . For example , when raters attribute poor performance to situational causes , do they give " extra credit , " providing higher ratings than warranted ...
... raters use in mak- ing performance judgments and how those factors influence ratings . For example , when raters attribute poor performance to situational causes , do they give " extra credit , " providing higher ratings than warranted ...
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