Accuracy or consequential validity: which is the better standard for job analysis data?
暂无分享,去创建一个
[1] Gregory A. Davis,et al. Potential Sources of Bias in Job Analytic Processes1 , 1982 .
[2] Michael A. Campion,et al. Social and Cognitive Sources of Potential Inaccuracy in Job Analysis , 1997 .
[3] A. Tversky,et al. Judgment under Uncertainty: Heuristics and Biases , 1974, Science.
[4] Kathleen A. Gialluca,et al. Using Task Inventories to Forecast Skills and Abilities , 1992 .
[5] Douglas J. Sego,et al. Impact of task experience and individual factors on training-emphasis ratings , 1993 .
[6] Frank J. Landy,et al. Job analysis: The composition of SME samples. , 1991 .
[7] Arie W. Kruglanski,et al. Bias and error in human judgment , 1983 .
[8] W. Nord,et al. The Bloodless Coup: The Infiltration of Organization Science by Uncertainty and Values , 1996 .
[9] R. Hogarth. Beyond discrete biases: Functional and dysfunctional aspects of judgmental heuristics. , 1981 .
[10] T. K. Srull,et al. Category accessibility: Some theoretical and empirical issues concerning the processing of social stimulus information , 1981 .
[11] N. Schmitt,et al. Internal analyses of task ratings by job incumbents. , 1989 .
[12] F. Schmidt,et al. JOB CLASSIFICATION APPROACHES AND THE IMPLEMENTATION OF VALIDITY GENERALIZATION RESULTS , 1984 .
[13] L. Cronbach. Processes affecting scores on understanding of others and assumed similarity. , 1955, Psychological bulletin.
[14] Hal G. Gueutal,et al. An Empirical Derivation of the Dimensions Along Which Characteristics of Jobs are Perceived , 1985 .
[15] Ronald A. Ash,et al. Exploratory comparative study of four job analysis methods. , 1980 .
[16] D. Funder,et al. Errors and mistakes: evaluating the accuracy of social judgment. , 1987, Psychological bulletin.
[17] A. Kruglanski. The Psychology of Being "Right": The Problem of Accuracy in Social Perception and Cognition , 1989 .
[18] Juan I. Sanchez,et al. An empirical approach to identify job duty-KSA linkages in managerial jobs: A case example , 1994 .
[19] Juan I. Sanchez,et al. The impact of raters' cognition on judgment accuracy: An extension to the job analysis domain , 1994 .
[20] B Walton,et al. Job and Task Analysis. , 1979 .
[21] ed. Et al. Woolf,et al. Webster's New Collegiate Dictionary , 1973 .
[22] Juan I. Sanchez,et al. Understanding Within-Job Title Variance in Job-Analytic Ratings , 1998 .
[23] John W. Lounsbury,et al. Job analysis results as influenced by sex of incumbent and sex of analyst. , 1977 .
[24] Edwin T. Cornelius,et al. A COMPARISON OF GLOBAL JUDGMENT VS. TASK ORIENTED APPROACHES TO JOB CLASSIFICATION , 1981 .
[25] Juan I. Sanchez,et al. Moderators of agreement between incumbent and non‐incumbent ratings of job characteristics , 1997 .
[26] W. Swann,et al. Quest for accuracy in person perception: a matter of pragmatics. , 1984, Psychological review.
[27] R. Baron,et al. Toward an Ecological Theory of Social Perception , 1983 .
[28] R. L. Thorndike. Personnel selection : test and measurement techniques , 1951 .
[29] R. T. Sharp,et al. Everything you always wanted to know about SU(3) ⊃ 0(3) , 1975 .
[30] Jeffrey R. Edwards,et al. On the Use of Polynomial Regression Equations As An Alternative to Difference Scores in Organizational Research , 1993 .
[31] Wayne F. Cascio,et al. A Practical Method for Identifying Significant Change Scores , 1977 .
[32] S. Messick. Test validity and the ethics of assessment. , 1980 .
[33] E. Levine,et al. Exemplary job analysis systems in selected organizations: A description of process and outcomes , 1988 .