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 98
... ratings of this type in terms of con- crete job behaviors . By using its rating scales and instructions for illustrative purposes , I do not mean to im- ply that the PAQ is the only worker - oriented instrument that suffers from ...
... ratings of this type in terms of con- crete job behaviors . By using its rating scales and instructions for illustrative purposes , I do not mean to im- ply that the PAQ is the only worker - oriented instrument that suffers from ...
Seite 108
... rated on a number of different rating scales . The problem is , adding additional rating scales to a task inventory multiplicatively in- creases the number of ratings that are neces- sary ; beyond a certain point , adding more scales ...
... rated on a number of different rating scales . The problem is , adding additional rating scales to a task inventory multiplicatively in- creases the number of ratings that are neces- sary ; beyond a certain point , adding more scales ...
Seite 346
... rating methods : · · Graphic rating scales are the easiest to devise and use . All that is needed is a straight line , divided into segments . One end of the scale is the positive or favor- able end . The division points may have ...
... rating methods : · · Graphic rating scales are the easiest to devise and use . All that is needed is a straight line , divided into segments . One end of the scale is the positive or favor- able end . The division points may have ...
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