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Seite 109
The explanation advanced by Wilson and Harvey ( 1990 ) centers on the role of within - title variability in the RTS and DYP judgment . Namely , without variability in both sets of ratings , correlations of the magnitude reported in the ...
The explanation advanced by Wilson and Harvey ( 1990 ) centers on the role of within - title variability in the RTS and DYP judgment . Namely , without variability in both sets of ratings , correlations of the magnitude reported in the ...
Seite 115
Mullins and Kimbrough ( 1988 ) and Ronan , Talbert , and Mullett ( 1977 ) reported differences in the critical incidents generated by police patrol officers as a function of the rater's level of performance effectiveness .
Mullins and Kimbrough ( 1988 ) and Ronan , Talbert , and Mullett ( 1977 ) reported differences in the critical incidents generated by police patrol officers as a function of the rater's level of performance effectiveness .
Seite 459
The correlations between reported satisfactions across time periods are modest , around .35 , and any straightforward interpretation of the data is complicated because of the underlying process that governs job changes .
The correlations between reported satisfactions across time periods are modest , around .35 , and any straightforward interpretation of the data is complicated because of the underlying process that governs job changes .
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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