Personnel Selection And Assessment: Individual And Organizational Perspectives
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Bester Preis: Fr. 35.01 (€ 35.80)¹ (vom 21.04.2017)1
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Ethical Problems in Psychological Research (1983)
EN HC US
ISBN: 9780126312508 bzw. 0126312508, in Englisch, Academic Pr, gebundenes Buch, gebraucht.
Lieferung aus: Vereinigte Staaten von Amerika, Versandkosten nach: USA.
Von Händler/Antiquariat, Fullerstone Books.
Academic Pr, 1983-01-01. Hardcover. Good/Good DJ. 8vo; ex-library markings include stamps/labels/card pocket; DJ wrapped with clear plastic Mylar; spine lightly sunned; Mylar tape residue to front free page; else good. Text unmarked and clean. Orders will be mailed either on the day ordered or the next business day. Expedited shipping available.
Von Händler/Antiquariat, Fullerstone Books.
Academic Pr, 1983-01-01. Hardcover. Good/Good DJ. 8vo; ex-library markings include stamps/labels/card pocket; DJ wrapped with clear plastic Mylar; spine lightly sunned; Mylar tape residue to front free page; else good. Text unmarked and clean. Orders will be mailed either on the day ordered or the next business day. Expedited shipping available.
2
Symbolbild
Ethical Problems in Psychological Research
EN US
ISBN: 9780126312508 bzw. 0126312508, in Englisch, Academic Pr, gebraucht.
Lieferung aus: Vereinigte Staaten von Amerika, Versandkostenfrei nach: USA.
Von Händler/Antiquariat, Better World Books.
Academic Pr. Used - Good. Ships from Reno, NV. Former Library book. Shows some signs of wear, and may have some markings on the inside. 100% Money Back Guarantee. Shipped to over one million happy customers. Your purchase benefits world literacy!
Von Händler/Antiquariat, Better World Books.
Academic Pr. Used - Good. Ships from Reno, NV. Former Library book. Shows some signs of wear, and may have some markings on the inside. 100% Money Back Guarantee. Shipped to over one million happy customers. Your purchase benefits world literacy!
3
Personnel Selection and Assessment
EN NW
ISBN: 9781138978263 bzw. 1138978264, in Englisch, Taylor & Francis Ltd, neu.
Lieferung aus: Vereinigtes Königreich Grossbritannien und Nordirland, in-stock.
The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount.2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings.3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems.4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount.2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings.3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems.4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
4
Symbolbild
Ethical Problems in Psychological Research (1983)
EN HC US
ISBN: 9780126312508 bzw. 0126312508, in Englisch, Academic Pr, gebundenes Buch, gebraucht.
Lieferung aus: Vereinigte Staaten von Amerika, Versandkosten nach: USA.
Von Händler/Antiquariat, Ergodebooks.
Academic Pr, 1983-01. Hardcover. Very Good. Buy with confidence. Excellent Customer Service & Return policy. Ships Fast. Expedite Shipping Available.
Von Händler/Antiquariat, Ergodebooks.
Academic Pr, 1983-01. Hardcover. Very Good. Buy with confidence. Excellent Customer Service & Return policy. Ships Fast. Expedite Shipping Available.
5
Symbolbild
Ethical Problems in Psychological Research (1983)
EN HC US
ISBN: 9780126312508 bzw. 0126312508, in Englisch, Academic Pr, gebundenes Buch, gebraucht.
Lieferung aus: Vereinigte Staaten von Amerika, zzgl. Versandkosten, Verandgebiet: DOM.
Von Händler/Antiquariat, Booksavers of Ephrata, PA, Ephrata, [RE:5].
Ex-Library with expected library markings. Blue-gray covers with silver lettering on front and spine, Hardcover.
Von Händler/Antiquariat, Booksavers of Ephrata, PA, Ephrata, [RE:5].
Ex-Library with expected library markings. Blue-gray covers with silver lettering on front and spine, Hardcover.
6
Personnel Selection And Assessment: Individual And Organizational Perspectives
EN NW
ISBN: 9781138978263 bzw. 1138978264, in Englisch, Taylor and Francis, neu.
Lieferung aus: Kanada, In Stock, plus shipping.
Books, Health and Well Being, Personnel Selection And Assessment: Individual And Organizational Perspectives, The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
Books, Health and Well Being, Personnel Selection And Assessment: Individual And Organizational Perspectives, The impetus for this volume came from the editors' belief that most current research and thinking about personnel selection and assessment in organizations considered only the perspective of the employer. The job applicant seeking to join the organization or the employee being considered for promotion or reassignment was typically given little attention from the designers of employment or assessment systems. They believed that this imbalance had several negative implications: 1. Organizational selection and assessment appeared to be the principal area within work and organizational psychology that had forgotten a basic tenet of the profession of psychology, namely, that the welfare of the individual is paramount. 2. A lack of concern for the individuals who were being assessed could result in additional criticisms of psychological assessment in employment settings. 3. The acceptability of selection and assessment devices and systems may impact in (largely) unknown ways on the decisions of individuals to apply for jobs or transfers, thus affecting the selection ratio and potential utility of such systems. 4. Individual reactions to the characteristics of assessment and selection devices could affect the accuracy of the information obtained about those individuals, adversely affecting the reliability and validity of resulting personnel decisions. Informally discussing these concerns with their professional colleagues, the editors found that others were similarly troubled. Their next response was to organize a three day conference bringing together a number of researchers in applied psychology to present papers and participate in discussions related to balancing individual and organizational needs in selection and assessment. Revisions of the papers presented at this conference form the core of this volume.
7
Ethical Problems in Psychological Research
EN NW EB
ISBN: 9780126312508 bzw. 0126312508, in Englisch, Elsevier Science, neu, E-Book.
Lieferung aus: Vereinigte Staaten von Amerika, E-Book zum download.
Die Beschreibung dieses Angebotes ist von geringer Qualität oder in einer Fremdsprache. Trotzdem anzeigen
Die Beschreibung dieses Angebotes ist von geringer Qualität oder in einer Fremdsprache. Trotzdem anzeigen
8
Personnel Selection and Assessment: Individual and Organizational Perspectives
EN PB NW
ISBN: 9781138978263 bzw. 1138978264, in Englisch, Taylor & Francis, Taschenbuch, neu.
Lieferung aus: Vereinigte Staaten von Amerika, In Stock.
Die Beschreibung dieses Angebotes ist von geringer Qualität oder in einer Fremdsprache. Trotzdem anzeigen
Die Beschreibung dieses Angebotes ist von geringer Qualität oder in einer Fremdsprache. Trotzdem anzeigen
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