Handbook of Industrial and Organizational Psychology, Band 2Marvin D. Dunnette, Leaetta M. Hough, Harry Charalambos Triandis Consulting Psychologists Press, 1991 |
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... variables as patterns of reward and rein- forcement , goal - setting opportunities and goal acceptance , incentives , wage patterns , training opportunities , supervisory styles , disciplinary practices , opportunities for leisure or ...
... variables as patterns of reward and rein- forcement , goal - setting opportunities and goal acceptance , incentives , wage patterns , training opportunities , supervisory styles , disciplinary practices , opportunities for leisure or ...
Seite 401
... variables ) , and ( c ) the process or intervening variables believed to determine the precise nature of the impact of recruitment activities on outcomes . The research section reviews previous empirical work in three major ...
... variables ) , and ( c ) the process or intervening variables believed to determine the precise nature of the impact of recruitment activities on outcomes . The research section reviews previous empirical work in three major ...
Seite 412
... Variables " column of Table 1. In addition , one two - part experimental study ( Rynes & Miller , 1983 ) manipulated a vide- otaped recruiter's behavior to reflect the two traits most commonly derived from such factor analyses ...
... Variables " column of Table 1. In addition , one two - part experimental study ( Rynes & Miller , 1983 ) manipulated a vide- otaped recruiter's behavior to reflect the two traits most commonly derived from such factor analyses ...
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