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
... ratings as performance crite- ria include ( a ) design of the rating form to be used , ( b ) advantages and disadvantages of ratings from different sources ( e.g. , supervi- sors or peers ) , ( c ) type of training to provide to raters ...
... ratings as performance crite- ria include ( a ) design of the rating form to be used , ( b ) advantages and disadvantages of ratings from different sources ( e.g. , supervi- sors or peers ) , ( c ) type of training to provide to raters ...
Seite 291
... ratings typically agree more closely with ratings from either of the other two sources than do self - ratings ( Harris & Schaubroeck , 1988 ; Klimoski & London , 1974 ) . Yet interrater reliability between peers and supervisors is ...
... ratings typically agree more closely with ratings from either of the other two sources than do self - ratings ( Harris & Schaubroeck , 1988 ; Klimoski & London , 1974 ) . Yet interrater reliability between peers and supervisors is ...
Seite 297
... ratings . For example , when raters attribute poor performance to situational causes , do they give " extra credit , " providing higher ratings than warranted on the basis of actual effectiveness , thus allowing for these situational ...
... ratings . For example , when raters attribute poor performance to situational causes , do they give " extra credit , " providing higher ratings than warranted on the basis of actual effectiveness , thus allowing for these situational ...
Inhalt
Cognitive Theory in Industrial | 1 |
CHAPTER | 3 |
Job Design and Roles 165 | 4 |
Urheberrecht | |
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Häufige Begriffe und Wortgruppen
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