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

CHANGING NATURE OF EMPLOYMENT AND EMPLOYEE RELATIONSRELATIONSHIPS WITH OTHER PSYCHOLOGICAL CONSTRUCTS: OLD WINE IN NEW BOTTLES?STRUCTURE OF ABILITIESContent-focused MeasuresOther Outcome MeasuresRESEARCHING INTERNATIONAL DIFFERENCES IN SELECTION METHOD USEPeer RatingsLEARNING STRATEGIES AND LEARNING SUCCESS: CROSS- SECTIONAL STUDIESRECENT STUDIESPROCESS AND DECISION MODELSTHE ORGANIZATION AS A 'COOPERATIVE SYSTEM' OF EXCHANGELEARNING STRATEGIES AND INDUSTRIAL- ORGANIZATIONAL PSYCHOLOGYPainProcess ModelsTHE WITHDRAWAL MODELThe Process of Contract-making or Psychological ContractingThe New DealOther Inventories of Learning StrategiesTraining in Behavioural StrategiesPERFORMANCE AND JOB ANALYSIS ISSUESDistinct Dimensional Assessment as Basis for Developmental FeedbackOTHER PREDICTORSSOCIAL AND CULTURAL MODELSTraining in Learning Strategies: OverviewTurnover Intention and TurnoverTraining in Cognitive StrategiesFairness and Similarity: Near Identity of Cognitive StructureSelf-ratingsInstitutional NetworksVEHICLECORRELATES OF gATTITUDES TO, AND OUTCOMES OF, MULTI-RATER FEEDBACK'Contracting' versus 'Contracts'Dimensions of On-the-job PerformanceORGANIZATIONAL COMMITMENTSOCIETAL EFFECTSThe Organization as a Framework for Contracting – the Drive to Develop 'New Deals'OCCUPATIONAL PERFORMANCEINTERNATIONAL DIFFERENCES IN SELECTION METHOD USEYEARS OF VOLUNTARY TURNOVER RESEARCH: A REVIEW AND CRITIQUEHierarchical ModelsExpert ModelDiversity and the Multicultural Working WorldThe Nature of the CommitmentLEARNING STRATEGIES AND OCCUPATIONAL TRAININGEvaluationBehavioural Strategies and SuccessTHE GLOBAL INTEGRATION OF HR PROCESSES: CONTRADICTIONS IN CURRENT THINKINGJob AnalysisSystem MethodologyVIOLATION OF THE CONTRACT: PROMISES OR EXPECTATIONS?The Learning and Study Strategies Inventory (LASSI)An Integration of the Multidimensional ApproachesINTERVIEWEPILOGUEDecision ModelsUTILITY ANALYSISTHE DEVIANCE MODELSYSTEM METHODOLOGY AND ORGANISATIONAL FACTORS AND THEIR INFLUENCE ON MSMR FEEDBACKAvoidability and Organizational ControlTraining in Self-regulation StrategiesObservation and Rating InstrumentGenderGENERAL COGNITIVE ABILITYModerators, Macro Factors, and Methodological IssuesUNDERSTANDING THE ASSESSMENT CENTRE PROCESS: WHERE ARE WE NOW?Job SatisfactionTHE CONTENT AND CHARACTER OF THE PSYCHOLOGICAL CONTRACTPSYCHOLOGICAL CONTRACTS: EMPLOYEE RELATIONS FOR THE TWENTY-FIRST CENTURY?Simulation ExercisesThe Psychological Contract as a Driver of BehaviourINTERNATIONAL USES OF SELECTION METHODSAssessee CharacteristicsASSESSMENT CENTERTypes of Psychological ContractAbsence and Other 'Withdrawal' BehaviorsBIODATACorrelates of Self-awarenessMETA-ANALYSESThe Inventory of Learning Styles in Higher Education (ILS)Self-regulatory Strategies and SuccessAbsenteeism and TardinessLee and Mitchell's (1994) Unfolding ModelMULTI-SOURCE FEEDBACK SYSTEMS: A RESEARCH PERSPECTIVESPECIFIC ABILITY, KNOWLEDGE, AND NONCOGNITIVE TRAITSLearning Strategies and StylesPSYCHOMETRIC PROPERTIES OF RATINGS MADE BY DIFFERENT RATER GROUPSCausal ModelsRegulatory EnvironmentDimensionsCONTEXTOrganizational CommitmentPsychological DisorderSmoking and DrinkingLimited Capacity ModelConsequences of CommitmentCOGNITIVE ABILITYSELF-ASSESSMENT AND SELF-AWARENESSOrganizational Policies and PracticesAPPLICANT REACTIONS AND ATTITUDESTHE STRESS MODELIntegration ProcedurePerformance ImplicationsTHE PROCESS OF CONTRACTING Model ContentDiversity and MSMR FeedbackDevelopmental Actions as a Result of the FeedbackCognitive Strategies and SuccessGENERAL COGNITIVE ABILITY AND OCCUPATIONAL PERFORMANCELinks with Organizational CultureAssessor CharacteristicsTHEORETICAL MODELSLearning Strategies, Ability and MotivationReactions and Acceptance of Developmental FeedbackCONCEPTUALIZATION AND MEASUREMENT OF ORGANIZATIONAL COMMITMENTInternal and External CustomersOrganizational ConsequencesIMPLICATIONS OF NATIONAL DIFFERENCES IN SELECTION METHOD USEJob PerformanceThe Motivated Strategies for Learning Questionnaire (MSLQ)The Dynamics of Contracting – the Need for Individuated DealsSubordinate RatingsExtra-role Performance and Organizational CitizenshipA Shift from Relational to Transactional Contracts?Age and TenureLEARNING STRATEGIES AND LEARNING SUCCESS: TRAINING INTERVENTIONSExploding AssumptionsTHE MEDICAL MODELEarly ConceptualizationsWith Whom is the Contract Made?CONTEMPORARY CONTRACTSLearning Strategies, Abilities and Study SkillsWhat Do We Need to Know?Economic FactorsAntecedents of CommitmentMETHODOLOGICAL ADVANCESProcess-focused MeasuresThe Focus of CommitmentAre Relational and Transactional Contracts Independently or Inversely Related?PHYSICAL AND PSYCHOMOTOR ABILITIESNorms and Other Social MechanismsBetween-Unit DifferencesThe Psychological Contract as Perceived 'Obligations of Reciprocity'Changes in Ratings as a Result of FeedbackPERSONALITYDEMOGRAPHIC MODELSMSMR for Appraisal, or for Development?'Individuals Hold Psychological Contracts, Organizations Do Not'JOB KNOWLEDGE TESTSThe Approaches to Studying Inventory (AS!)CONTEMPORARY RESEARCH ON ABSENCE FROM WORK: CORRELATES, CAUSES AND CONSEQUENCESRole-playerPsychological CorrelatesOPERATIONALIZING THE PSYCHOLOGICAL CONTRACT Types of Contract MeasurementACKNOWLEDGEMENTSPERSONNEL SELECTION METHODSRational ModelDE-GENDERING THE PSYCHOLOGICAL CONTRACTSelf-correcting ContractsThe Development ProcessCONSEQUENCESNational CultureProcess ModelsRATING PROCESSROLESOrganisational FactorsTraining MeasuresJob Search and Voluntary TurnoverCross-Level and Multi-Level EffectsTHE ECONOMIC MODELNexus of OgB and Occupational PerformanceAnswering CritiquesDEVELOPMENT OF COMMITMENTCorrelates of CommitmentThe Psychological Contract as an Implicit, Relationship-based AgreementTHE MEASUREMENT OF LEARNING STRATEGIESTHE CONSEQUENCES OF ABSENCEEmployee Health and Well-beingDefining Voluntary TurnoverEARLY STUDIESEXPLAINING NATIONAL DIFFERENCES IN SELECTION METHOD USEII. HUMAN RESOURCE MANAGEMENTNew Ways of WorkingThe Inventory of Learning Processes (ILP)I. PERSONNEL PSYCHOLOGYThe Psychological Contract as a Cognitive-perceptual EntityPhysiological CorrelatesThe Future of Multi-source, Multi-level Feedback SystemsA TAXONOMY OF LEARNING STRATEGIES FOR OCCUPATIONAL TRAININGTHE NATURE OF LEARNING STRATEGIESNOTESTHE CONFLICT MODELOrganizational CommitmentSome Further Points on Self-assessment and Self-awarenessIn-role Job PerformanceRESULTS
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