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Seite 187
... into two subgroups : cross - sectional ( or what they refer to as nonmanipulative ) and longitudinal ( manipulative ) . ... it would appear that researchers here are interpreting JCT as a theory of what JRD refers to as jobs .
... into two subgroups : cross - sectional ( or what they refer to as nonmanipulative ) and longitudinal ( manipulative ) . ... it would appear that researchers here are interpreting JCT as a theory of what JRD refers to as jobs .
Seite 531
Prien defines these categories as follows : Knowledge ( K ) is the foundation upon which skills and abilities are built . Knowledge refers to an organized body of knowledge , usually of a factual or procedural nature , which if applied ...
Prien defines these categories as follows : Knowledge ( K ) is the foundation upon which skills and abilities are built . Knowledge refers to an organized body of knowledge , usually of a factual or procedural nature , which if applied ...
Seite 548
This category refers to one of the more obvious examples of human performance . Examples of motor skills include writing , swimming , and using tools . specified events comprising instruction to learning processes and learning outcomes ...
This category refers to one of the more obvious examples of human performance . Examples of motor skills include writing , swimming , and using tools . specified events comprising instruction to learning processes and learning outcomes ...
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ability activities actual Applied Psychology approach assessment attributes behavior chapter characteristics cognitive concept concern considered constructs correlation costs criteria criterion decision defined described determine dimensions discussed effects empirical employees estimates evaluation examined example exist expected factors Figure force function human human factors identify important increase individual industrial influence involved issues job analysis Journal of Applied judgments knowledge learning less managers mean measures memory ment methods needs noted observed operations organization organizational outcomes percent performance person Personnel positive possible practice predict predictor presented problem procedures produce question ratings recruitment refers reflect reported represent responses role sample scale Schmidt scores selection similar situations skills social sources specific standard structure studies suggests task theory tion training program types utility validity variables