Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
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... tive orientation is common in our field , as il- lustrated by research in performance appraisal , decision making , leadership perceptions , and human factors that seeks to explain work be- havior in terms of cognitive operations ...
... tive orientation is common in our field , as il- lustrated by research in performance appraisal , decision making , leadership perceptions , and human factors that seeks to explain work be- havior in terms of cognitive operations ...
Seite 102
... tive ability tests as predictors . Schmidt et . al ( 1981 , pp . 175-177 ) claimed that holistic job analysis should be used in validity generaliza- tion , criterion construction , performance ap- praisal , and any other area of ...
... tive ability tests as predictors . Schmidt et . al ( 1981 , pp . 175-177 ) claimed that holistic job analysis should be used in validity generaliza- tion , criterion construction , performance ap- praisal , and any other area of ...
Seite 203
... tive experience resulting from the process of sharing expectations among role occupants and role senders . The empirical research ema- nating from this is devoted almost exclusively to the constructs of role ambiguity and role conflict ...
... tive experience resulting from the process of sharing expectations among role occupants and role senders . The empirical research ema- nating from this is devoted almost exclusively to the constructs of role ambiguity and role conflict ...
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 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 performance Journal of Applied judgments KSAs labor economics learning managers mance 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 standard studies suggests supervisors task techniques theory tion tive training program turnover types UA models utility analysis utility model utility values validity variables workers