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61.
Procedures used for developing a quantified job analysis system for 1710 exempt employees in a power utility firm are described. Factor analysis of these data yielded 60 job dimensions which were used to describe position and job profiles. These job profiles then served as the basic input into the development of job clusters, defined as jobs at the same organizational level which have similar job content. The usefulness of information in this format for selection, promotion, transfer, compensation and training decisions is discussed. 相似文献
62.
A field study was conducted in a chain of beauty salons to determine how the leadership behavior of salon managers is related to managerial effectiveness. Leadership behavior was measured with a new questionnaire that was filled out anonymously by subordinates. Strong correlations were found between some of the leadership scales and salon profits, sales increase, performance ratings, subordinate satisfaction, and role ambiguity. The results were consistent with managerial role requirements derived from an analysis of the leadership situation. 相似文献
63.
The correlations between each of five predictors and supervisory ratings of job effectiveness were not significantly different from zero. On the basis of the job analysis that preceded the validation study, the author concluded that the low correlations between each of the five predictors and the criterion were not due to problems inherent in either the tests or the performance appraisal instrument. Rather, it was hypothesized that the low correlations were a result of rating errors made by supervisors. The results of an eight hour training program (Latham, Wexley, and Pursell, 1975) designed to minimize rating errors supported this hypothesis. Four of the five predictors correlated significantly with the performance ratings that were conducted after the supervisors had received the training. 相似文献
64.
A model for examining tradeoffs between rate of minority hiring and quality of selectees is presented. Each case is to be defined in terms of the selection ratio, the relation of outcome to predictor within each group, and other parameters. It is shown that, in a representative case, substantial changes in the rate of minority hiring have only small effects on the quality of the work force. How changes in this rate affect indices of adverse impact and other aspects of fairness is also examined. 相似文献
65.
JENNIFER R. BURNETT CHENCHE FAN STEPHAN J. MOTOWIDLO TIM DEGROOT 《Personnel Psychology》1998,51(2):375-396
Three studies were conducted investigating the effects of notetaking behavior and the content of notes on validity in a selection interview. Overall, results indicate that when notetaking was voluntary, notetakers made more valid ratings than non-notetakers. But, when note-taking was manipulated non-notetakers made ratings that were just as valid as raters told to take behavioral notes, and actually more valid than those raters instructed to take general notes. With regard to the content of notes, behavioral-type notes were found to contribute to greater validity. In addition, in the first and third study, procedural type notes resulted in lower validity. These results may have important implications for interviewer training for notetaking. 相似文献
66.
GARY CRONKHITE 《人类交流研究》1976,2(4):316-329
Subjects (N=225) drawn from ten subpopulations were asked to rate nine different concepts on 39 evaluative semantic differential scales plus the “strong-weak” and “fast-slow” scales. Nineteen separate factor analyses (principal factoring with iteration followed by Varimax rotation) were performed for: (1) all subjects rating all concepts, (2–10) all subjects rating each concept, (11) adult males rating all concepts, (12) adult females rating all concepts, (13) college students rating all concepts, (14) nonstudents rating all concepts, (15) fifth grade students rating all concepts, (16) all males rating “Liz Taylor,” (17) all females rating “Liz Taylor,” (18) all males rating “your father,” and (19) all females rating “your father.” Rotated factor loadings greater than .50 are displayed for all analyses. There is little apparent similarity among the factor structures. In addition, oblique (Oblimin) and Quartimax rotations are performed for two of the analyses (all subjects rating “LBJ” and “U.S. Government”). The three rotated factor structures for each concept differ radically. 相似文献
67.
68.
We describe a unique application of a synthetic validation technique to a selection system development project in a large organization. Job analysis data were collected from 4,725 job incumbents and 619 supervisors, and were used to identify 11 job families and 27 job components. We developed 12 tests to predict performance on these job components and conducted a concurrent validation study to collect test and job component data for 1,926 incumbents. We created a test composite for each job component and then chose a test battery for each job family based on its relevant job components. Synthetic validity coefficients were computed for each test battery and compared to traditional validity coefficients that were computed within job families with large sample sizes. The synthetic validity coefficient was very close to the within-family validity coefficient for most job families and was within the bounds of sampling error for all job families. Validities tended to be highest when predictors were weighted according to the number of job components to which they were relevant and job component criterion measures were unit weighted. 相似文献
69.
70.
BENJAMIN LE TIMOTHY J. LOVING GARY W. LEWANDOWSKI JR EMILY G. FEINBERG KATHERINE C. JOHNSON REMY FIORENTINO JENNIFER ING 《Personal Relationships》2008,15(4):511-532
In this study, a prototype analysis of romantic missing was conducted. College‐age participants in the United States generated features of missing a partner (Study 1) and rated their centrality (Study 2). In a reaction time task, participants made category judgments for central features more quickly than for noncentral features (Study 3). In recognition and recall tasks, central features were more salient in participants’ memory, and participants evaluated individuals experiencing central features in vignettes as missing their partners more (Study 4). A prototype‐based measure of missing administered to individuals in long‐distance relationships (Study 5) correlated with commitment and attachment dimensions but only weakly with loneliness. Finally, level of missing differed based on whether individuals were in a geographically distant (vs. proximal) relationships (Study 6). 相似文献