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A short course of lectures
«Personnel psychology and human resource management»

The Future of Multi-source, Multi-level Feedback SystemsSOCIETAL EFFECTSThe Psychological Contract as Perceived 'Obligations of Reciprocity'Links with Organizational CultureCONSEQUENCESDefining Voluntary TurnoverLimited Capacity ModelAssessor CharacteristicsPainThe Development ProcessSOCIAL AND CULTURAL MODELSTraining in Behavioural StrategiesCONCEPTUALIZATION AND MEASUREMENT OF ORGANIZATIONAL COMMITMENTDiversity and the Multicultural Working WorldAn Integration of the Multidimensional ApproachesNational CultureIn-role Job PerformanceThe Approaches to Studying Inventory (AS!)Correlates of CommitmentObservation and Rating InstrumentRESEARCHING INTERNATIONAL DIFFERENCES IN SELECTION METHOD USEWhat Do We Need to Know?Learning Strategies, Ability and MotivationRATING PROCESSRESULTSOCCUPATIONAL PERFORMANCEPERSONNEL SELECTION METHODSThe Inventory of Learning Processes (ILP)CHANGING NATURE OF EMPLOYMENT AND EMPLOYEE RELATIONSORGANIZATIONAL COMMITMENTTHE GLOBAL INTEGRATION OF HR PROCESSES: CONTRADICTIONS IN CURRENT THINKINGCONTEXTDE-GENDERING THE PSYCHOLOGICAL CONTRACTA TAXONOMY OF LEARNING STRATEGIES FOR OCCUPATIONAL TRAININGMSMR for Appraisal, or for Development?Rational ModelTypes of Psychological ContractAre Relational and Transactional Contracts Independently or Inversely Related?Diversity and MSMR Feedback'Contracting' versus 'Contracts'THE ORGANIZATION AS A 'COOPERATIVE SYSTEM' OF EXCHANGEDevelopmental Actions as a Result of the FeedbackROLESPsychological DisorderMULTI-SOURCE FEEDBACK SYSTEMS: A RESEARCH PERSPECTIVESTRUCTURE OF ABILITIESTHE CONFLICT MODELDimensions of On-the-job PerformanceProcess-focused MeasuresThe Organization as a Framework for Contracting – the Drive to Develop 'New Deals'Absenteeism and TardinessOTHER PREDICTORSThe Process of Contract-making or Psychological ContractingNew Ways of WorkingNorms and Other Social MechanismsDistinct Dimensional Assessment as Basis for Developmental FeedbackUTILITY ANALYSISTHE CONSEQUENCES OF ABSENCEEarly ConceptualizationsExploding AssumptionsTHE ECONOMIC MODELIMPLICATIONS OF NATIONAL DIFFERENCES IN SELECTION METHOD USEOther Inventories of Learning StrategiesTHE CONTENT AND CHARACTER OF THE PSYCHOLOGICAL CONTRACTOrganizational CommitmentEARLY STUDIESRELATIONSHIPS WITH OTHER PSYCHOLOGICAL CONSTRUCTS: OLD WINE IN NEW BOTTLES?NOTESINTERNATIONAL DIFFERENCES IN SELECTION METHOD USELEARNING STRATEGIES AND INDUSTRIAL- ORGANIZATIONAL PSYCHOLOGYSelf-correcting ContractsAssessee CharacteristicsIntegration ProcedureModel ContentProcess ModelsPsychological CorrelatesUNDERSTANDING THE ASSESSMENT CENTRE PROCESS: WHERE ARE WE NOW?Nexus of OgB and Occupational PerformanceINTERVIEWCONTEMPORARY RESEARCH ON ABSENCE FROM WORK: CORRELATES, CAUSES AND CONSEQUENCESGENERAL COGNITIVE ABILITY AND OCCUPATIONAL PERFORMANCECORRELATES OF gThe Psychological Contract as a Driver of BehaviourChanges in Ratings as a Result of FeedbackTHE PROCESS OF CONTRACTING Antecedents of CommitmentInstitutional NetworksDEVELOPMENT OF COMMITMENTMETA-ANALYSESPROCESS AND DECISION MODELSLEARNING STRATEGIES AND LEARNING SUCCESS: TRAINING INTERVENTIONSTHE MEDICAL MODELVEHICLETHE DEVIANCE MODELSPECIFIC ABILITY, KNOWLEDGE, AND NONCOGNITIVE TRAITSTHE WITHDRAWAL MODELProcess ModelsSYSTEM METHODOLOGY AND ORGANISATIONAL FACTORS AND THEIR INFLUENCE ON MSMR FEEDBACKCOGNITIVE ABILITYThe Focus of CommitmentOrganizational ConsequencesTraining in Cognitive StrategiesBehavioural Strategies and SuccessTraining in Self-regulation StrategiesAbsence and Other 'Withdrawal' BehaviorsExtra-role Performance and Organizational CitizenshipOPERATIONALIZING THE PSYCHOLOGICAL CONTRACT Types of Contract MeasurementGenderPerformance ImplicationsEconomic FactorsOther Outcome MeasuresMETHODOLOGICAL ADVANCESThe Nature of the CommitmentSmoking and DrinkingOrganizational Policies and PracticesSelf-ratingsTHE STRESS MODELINTERNATIONAL USES OF SELECTION METHODSGENERAL COGNITIVE ABILITYJob SatisfactionThe Motivated Strategies for Learning Questionnaire (MSLQ)PERFORMANCE AND JOB ANALYSIS ISSUESCONTEMPORARY CONTRACTSRegulatory EnvironmentJob Search and Voluntary TurnoverRole-playerAPPLICANT REACTIONS AND ATTITUDESPSYCHOMETRIC PROPERTIES OF RATINGS MADE BY DIFFERENT RATER GROUPSRECENT STUDIESAvoidability and Organizational ControlAge and TenureJob AnalysisThe Dynamics of Contracting – the Need for Individuated DealsVIOLATION OF THE CONTRACT: PROMISES OR EXPECTATIONS?THE NATURE OF LEARNING STRATEGIESTurnover Intention and TurnoverOrganisational FactorsThe Learning and Study Strategies Inventory (LASSI)Employee Health and Well-beingConsequences of CommitmentSystem MethodologyModerators, Macro Factors, and Methodological IssuesA Shift from Relational to Transactional Contracts?Subordinate RatingsContent-focused MeasuresEPILOGUECross-Level and Multi-Level Effects'Individuals Hold Psychological Contracts, Organizations Do Not'Internal and External CustomersLEARNING STRATEGIES AND OCCUPATIONAL TRAININGLee and Mitchell's (1994) Unfolding ModelTHE MEASUREMENT OF LEARNING STRATEGIESDimensionsTraining in Learning Strategies: OverviewASSESSMENT CENTERSome Further Points on Self-assessment and Self-awarenessSimulation ExercisesThe New DealTraining MeasuresI. PERSONNEL PSYCHOLOGYSelf-regulatory Strategies and SuccessFairness and Similarity: Near Identity of Cognitive StructureTHEORETICAL MODELSEXPLAINING NATIONAL DIFFERENCES IN SELECTION METHOD USEJob PerformancePSYCHOLOGICAL CONTRACTS: EMPLOYEE RELATIONS FOR THE TWENTY-FIRST CENTURY?Between-Unit DifferencesOrganizational CommitmentReactions and Acceptance of Developmental FeedbackJOB KNOWLEDGE TESTSACKNOWLEDGEMENTSWith Whom is the Contract Made?Cognitive Strategies and SuccessSELF-ASSESSMENT AND SELF-AWARENESSLearning Strategies, Abilities and Study SkillsThe Psychological Contract as a Cognitive-perceptual EntityEvaluationPeer RatingsPHYSICAL AND PSYCHOMOTOR ABILITIESCausal ModelsCorrelates of Self-awarenessATTITUDES TO, AND OUTCOMES OF, MULTI-RATER FEEDBACKThe Inventory of Learning Styles in Higher Education (ILS)YEARS OF VOLUNTARY TURNOVER RESEARCH: A REVIEW AND CRITIQUELearning Strategies and StylesBIODATAThe Psychological Contract as an Implicit, Relationship-based AgreementExpert ModelPhysiological CorrelatesPERSONALITYDEMOGRAPHIC MODELSLEARNING STRATEGIES AND LEARNING SUCCESS: CROSS- SECTIONAL STUDIESII. HUMAN RESOURCE MANAGEMENTAnswering CritiquesHierarchical ModelsDecision Models
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