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 421
... types inherently confound source explanations of turnover with other explana- tions ( e.g. , job attractiveness ) , given that ( a ) different sources are used to fill different job types ( Schwab , 1982 ) and ( b ) different job types ...
... types inherently confound source explanations of turnover with other explana- tions ( e.g. , job attractiveness ) , given that ( a ) different sources are used to fill different job types ( Schwab , 1982 ) and ( b ) different job types ...
Seite 877
... type categories usually break down into trait lists . Types are syndromes or trait conglomer- ates . Two persons in the same type category will only share roughly the same traits ; rarely will they share precisely the same traits . The ...
... type categories usually break down into trait lists . Types are syndromes or trait conglomer- ates . Two persons in the same type category will only share roughly the same traits ; rarely will they share precisely the same traits . The ...
Seite 880
... types of per- sons found in the work force - for example , Gottfredson , Holland , and Ogawa ( 1982 ) and Viernstein ... types ) should be in jobs requir- ing social interaction ; introverted people ( Realistic and Investigative ...
... types of per- sons found in the work force - for example , Gottfredson , Holland , and Ogawa ( 1982 ) and Viernstein ... types ) should be in jobs requir- ing social interaction ; introverted people ( Realistic and Investigative ...
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