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FRANK L. SCHMIDT JOHN E. HUNTER ALICE N. OUTERBRIDGE MARVIN H. TRATTNER 《Personnel Psychology》1986,39(1):1-29
In this study, job performance increases resulting from improved selection validity were measured empirically rather than estimated from the standard linear regression utility equations. Selection utility analyses based on these empirical measurements were carried out for most white-collar jobs in the federal government. Results indicate that selection of a one-year cohort based on valid measures of cognitive ability, rather than on non-test procedures (mostly evaluations of education and experience), produces increases in output worth up to $600 million for each year that the new employees remain employed by the government. Newly hired federal employees remain with the government an average of approximately 13 years, resulting in a total gain in output of almost $8 billion over this period. This gain represents a 9.7% increase in output among new hires. If total output is held constant rather than increased, new hiring can be reduced by up to 20,044 per year (a 9% decrease), resulting in payroll savings of $272 million for every year the new cohort of employees remains on the job. The percentage of new hires in the bottom decile of the non-test-selected job performance distribution 相似文献
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This article describes and illustrates the adaptation of the linear-regression-based decision-theoretic equations used to estimate the dollar impact of valid selection procedures on workforce productivity to the evaluation of intervention programs designed to improve job performance. The appropriate equations are derived and explained, methods for estimating equation parameters are discussed, and the use of these equations is illustrated by means of a hypothetical example. It is concluded that in the future these methods and equations will allow psychologists to make more accurate assessments of the impact of intervention programs on workforce productivity than has heretofore been the case. 相似文献
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FRANK L. SCHMIDT BENJAMIN P. OCASIO JOSEPH M. HILLERY JOHN E. HUNTER 《Personnel Psychology》1985,38(3):509-524
The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study ( N = 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone. 相似文献
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If utterances are the observational unit of analysis and there are no sequential patterns to the interaction, two alternative statistical models may be applied. A hierarchical design in which utterances are nested within subjects and subjects are nested within treatment condition is considered. One method of analysis pools utterances within treatment condition; the other method collapses across utterances to obtain subject means. Inappropriate application of the pooling model instead of the subject means model can lead to Type I errors, decreased generalizability, and inflated variance estimates that attenuate univariate and multivariate correlations. The effect of utterance reliability on the apparent unidimensionality and parallelism of multiple indicators is also discussed. 相似文献
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FRANK L. SCHMIDT ALAN L. GREENTHAL JOHN E. HUNTER JOHN G. BERNER FELECIA W. SEATON 《Personnel Psychology》1977,30(2):187-197
The adverse impact of a content-valid job sample test of metal trades skills was compared to that of a well-constructed content-valid written achievement test for the same technical area. The adverse impact of the former was considerably less. In addition, both minority and majority examinees saw the job sample tests as significantly fairer, clearer, and more appropriate in difficulty level. These differences were not only statistically significant but also quite large. These were no significant differences between minority and majority attitudes toward either test. In light of these results, it is suggested that industrial psychologists should explore more fully the potential of performance testing. 相似文献
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