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Despite extensive evidence that tests are valid for employee selection, Federal Guidelines have urged employers to seek alternative selection procedures that are equally valid but have less adverse impact on minorities. Research on the validity, adverse impact and fairness of eight categories of alternatives was reviewed. Feasibility of operational use of each type of alternative in an employment setting was also discussed. Only biodata and peer evaluation were supported as having validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self-assessments, reference checks, academic achievement, expert judgment and projective techniques had levels of validity generally below those reported for tests. Data, where available, offered no clear indication that any of the alternatives met the criterion of having equal validity with less adverse impact. Results are discussed and several additional promising alternatives are described. 相似文献
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勇敢是中国先秦儒家和古希腊亚里士多德德性细表中共有的一个重要美德。两家都赋予其中庸/中道的限制,并明确指出其地位重要但绝非首要,此相同之处反映了人类早期不同文明所具有的共性;两家赋予勇敢美德不同的运行机制、概念外延和发展曲线,反映了中西两大文明的各自特色和不同走向。 相似文献
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Ye和Stam (2012)的评论中将Hong, Chao, Yang和Rosner (2010)标签成逻辑经验主义派, 他们认为这个派别常常“限制”了理论的应用和其本身的价值。为了向读者们提供一个对理论建立过程的更完整的理解, 同时也为了从这些迥异的观点中汲取更多知识, 在这篇文章中, 我们比较 Hong等人(2010)与Ye和Stam (2012)所建议的两种不同方法论之间的差异, 并将其放入更广阔的历史背景下进行论述。我们的主张是:每一种方法论都是有它自己的适用范围和局限性。对研究者来说, 保持在对待不同论点上开明和宽容的态度, 并避免本质化不同方法论间的差异也是十分重要的。 相似文献
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FORMAL AND INFORMAL MENTORSHIPS: A COMPARISON ON MENTORING FUNCTIONS AND CONTRAST WITH NONMENTORED COUNTERPARTS 总被引:11,自引:0,他引:11
Research on mentorships has suffered from fragmentation of key issues; specifically, type of mentoring relationship, functions served by the mentor, and outcomes of the mentoring relationship. A field study was conducted comparing 212 protégés who were involved in informally developed mentorships, 53 protégés involved in formal mentor-ship programs, and 284 individuals who did not have mentors. Individuals in informal and formal mentorships were compared along two mentoring dimensions: psychosocial and career-related functions. All groups were compared on three outcome measures: organizational socialization, job satisfaction, and salary. Results indicated protégés in informal mentorships reported more career-related support from their mentors and higher salaries than protégés in formal mentorships. For all outcome variables, protégés in informal mentorships also reported more favorable outcomes than nonmentored individuals. However, outcomes from protégés in formal mentorships were generally not significant from the other two groups. Implications for mentorship practices and research are discussed. 相似文献
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针灸学的文化属性由其漫长的历史积淀特质所决定,针灸学的科学属性由其在现实中治疗疾病的有效性及其机制的探索过程所决定.针灸学的文化属性与科学属性犹如硬币的正反两面永远无法分离,但无法实现同一个角度的双面认识.不能以其文化属性而排斥科学属性,不能利用文化角度的认识方法和认识结果取代科学角度的探索方法和探索结果,反之亦然.文化的针灸可以努力固守,以保个性的纯洁与永恒;但科学的针灸需要不断发展,以超越个性文化而走向科学大同.现代针灸学研究应当警惕被文化绑架. 相似文献