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FIGURE 2 Considerations in the Content - oriented Development of a Work Sample Test a / a d It is a more or less carefully defined , nonrepresentative , certainly nonrandom sample of that universe . As illustrated in Figure 2 , some of ...
FIGURE 2 Considerations in the Content - oriented Development of a Work Sample Test a / a d It is a more or less carefully defined , nonrepresentative , certainly nonrandom sample of that universe . As illustrated in Figure 2 , some of ...
Seite 377
scrounge sample ) ? Was the sample large enough to yield reliable item statistics ? Does the mix of surviving items fit the original plan , or is there some imbalance ? Was the item pool big enough to allow stringent criteria for item ...
scrounge sample ) ? Was the sample large enough to yield reliable item statistics ? Does the mix of surviving items fit the original plan , or is there some imbalance ? Was the item pool big enough to allow stringent criteria for item ...
Seite 842
words , use ( a ) occupational membership as the criterion for item selection and ( b ) the response differences between samples as the basis for the scoring key . In the beginning , Strong compared each occupational sample with all ...
words , use ( a ) occupational membership as the criterion for item selection and ( b ) the response differences between samples as the basis for the scoring key . In the beginning , Strong compared each occupational sample with all ...
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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