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  1. #1
    Neofita
    Data registrazione
    04-02-2008
    Residenza
    L'aquila, Chieti o Salerno
    Messaggi
    14

    Tesi psicologia del lavoro

    ciao a tutti!Sono alle prese con la tesi...
    L'argomento riguarda il rapporto tra ricerca e pratica nella selezione del personale...argomento tratto dal libro di N.Anderson "Handbook of personnel selection" (Cap 1)...
    Cerco articoli che possano aiutarmi a spiegare il rapporto esistente tra le due...
    Aiutatemiiiiiii!!!!!!

  2. #2
    Postatore OGM L'avatar di willy61
    Data registrazione
    20-09-2004
    Residenza
    Albino (BG)
    Messaggi
    4,192
    Blog Entries
    281

    Riferimento: Tesi psicologia del lavoro

    INCREASING THE ACCURACY OF CORRECTIONS FOR RANGE RESTRICTION: IMPLICATIONS FOR SELECTION PROCEDURE VALIDITIES AND OTHER RESEARCH RESULTS. By: Schmidt, Frank L.; In-Sue Oh; Le, Huy. Personnel Psychology, Summer2006, Vol. 59 Issue 2, p281-305, 25p, 7 charts Abstract: The common practice in meta-analyses and in individual studies of correcting for direct range restriction even though range restriction is actually indirect has long been known to lead to undercorrection, but this error has been assumed to be small. Using validity generalization data sets for 4 jobs, this study calibrated this error by comparing meta-analysis results based on corrections for direct range restriction with the more accurate results from a recently developed method of correcting for indirect range restriction. It was found that, on average, correction for direct range restriction resulted in substantial underestimation of operational validities for both job performance measures (21%) and training performance measures (28%). In addition, 90% credibility values were on average underestimated by 38%–40%. In addition to the implications for personnel selection, these findings suggest that similar underestimation of important relationships has occurred in other areas of research, with potential implications for theory development. [ABSTRACT FROM AUTHOR] DOI: 10.1111/j.1744-6570.2006.00037.x (AN 20603212) EBSCOhost

    THE SCIENCE AND PRACTICE OF A STRUCTURED EMPLOYMENT INTERVIEW COACHING PROGRAM. By: Maurer, Todd J.; Solamon, Jerry M.. Personnel Psychology, Summer2006, Vol. 59 Issue 2, p433-456, 24p, 1 chart Abstract: We describe a scientist–practitioner collaboration around a structured employment interview coaching program. This description includes information on how the program was developed and applied, the program content, connections with past literature, and a description of context. We also provide rich anecdotal information and surveys on reactions by users as well as input from the community and various other constituencies. We also describe scientific research on this intervention that has examined its various effects. The specific project goals were to (a) provide assistance to promotion candidates in preparing for a structured panel interview and to survey employee reactions to the program, (b) determine whether the intervention had an effect on interview performance and what preparation and response strategies in a structured interview seemed to be associated with performance, and (c) provide these benefits without negatively influencing validity and reliability of interview procedures, and if possible, enhance these psychometric characteristics. The information provided here can assist those who want to apply this type of intervention successfully in other selection settings. [ABSTRACT FROM AUTHOR] DOI: 10.1111/j.1744-6570.2006.00042.x (AN 20603207) EBSCOhost

    FACTORS USED BY ACCOUNTING STUDENTS IN DIFFERENTIATING AMONG PROSPECTIVE EMPLOYERS. By: Phillips, Carl R.; Phillips, Antoinette S.. College Student Journal, Mar2006, Vol. 40 Issue 1, p91-96, 6p, 1 chart Abstract: Past research has revealed a number of determinants that employers use in making selection decisions about college students. However, few studies have examined those factors students use in differentiating among prospective employers and to date no studies have examined Accounting student preferences. Increased scrutiny of corporate accounting practices highlights the importance of attracting qualified applicants for a wide range of accounting positions. This study reports accounting students' ratings of 23 factors potentially present in workplaces. The most and least important factors are discussed. Additionally, implications for organizational recruiting practices are presented. [ABSTRACT FROM AUTHOR] (AN 20522365) EBSCOhost

    A Study of Science Education Positions, Search Process, and Hiring Practices. By: Barrow, Lloyd H.; Germann, Paul J.. Educational Research Quarterly, Mar2006, Vol. 29 Issue 3, p52-61, 10p Abstract: The purpose of this study was to analyze science education searches and hiring practices for faculty positions listed in The Chronicle of Higher Education for an academic year. Chairs of searches completed a survey about successful and unsuccessful searches. Over 70% of searches were successful in hiring new science education faculty with 33% being veteran science education faculty. [ABSTRACT FROM AUTHOR] (AN 20034532) EBSCOhost

    The importance of traits and abilities in supervisors' hirability decisions as a function of method of assessment. By: Lievens, Filip; Highhouse, Scott; de Corte, Wilfried. Journal of Occupational & Organizational Psychology, Sep2005, Vol. 78 Issue 3, p453-470, 18p, 4 charts, 1 graph Abstract: Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N = 163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper-and-pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion and GMA decreasing in importance when store supervisors knew that scores on extraversion and GMA were derived from a paper-and-pencil test as opposed to from an unstructured interview. Store supervisors with more selection-related experience also attached more importance to GMA. Results are discussed in relation to the practice-science gap and the extant literature on perceptions of selection procedures. [ABSTRACT FROM AUTHOR] DOI: 10.1348/096317905X26093 (AN 18561879 EBSCOhost

    Buona vita

    Guglielmo

  3. #3
    Neofita
    Data registrazione
    04-02-2008
    Residenza
    L'aquila, Chieti o Salerno
    Messaggi
    14

    Riferimento: Tesi psicologia del lavoro

    Grazie Guglielmo!!!
    Non ho ancora visto di cosa si tratta...ma sei stato davvero gentile!
    Devo prima riuscire a capire cosa sta cercando il prof visto che è la terza volta che mi fa scrivere la tesi...spero davvero che il tuo contributo mi sia di aiuto!!!...

    Ciao

  4. #4
    Neofita
    Data registrazione
    04-02-2008
    Residenza
    L'aquila, Chieti o Salerno
    Messaggi
    14

    Riferimento: Tesi psicologia del lavoro

    Ma non esistono articoli già tradotti o scritti in lingua italiana???...
    Ho già tradotto i primi 5 capitoli del libro di Anderson...più altri tre articoli trovati...e il problema è che non conosco bene l'inglese...ci impiego una vita!!!

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