The theoretical grounding of international human resource management: Advancing practice by advancing conceptualization
In: Human resource management review, Band 21, Heft 3, S. 159-161
ISSN: 1053-4822
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In: Human resource management review, Band 21, Heft 3, S. 159-161
ISSN: 1053-4822
In: Public personnel management, Band 38, Heft 1, S. 67-77
ISSN: 1945-7421
This article is the third in a three-part series examining the development of selection testing. Part I focused on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examined the development of methods and standards in employment testing, with particular emphasis on selection validity and utility. We also explored the issues of selection fairness and discrimination in selection as they relate to psychological testing. Part III explores the development and application of personality testing with a particular emphasis on the development of the Big Five personality model and the utility of adding personality testing to the menu of choices for personnel selection methods. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations is discussed.
In: Public personnel management, Band 38, Heft 1, S. 67-78
ISSN: 0091-0260
In: Public personnel management, Band 37, Heft 2, S. 185-198
ISSN: 1945-7421
This paper is the second of a three part series that examines the development of selection testing. Part I focused on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention was given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.
In: Public personnel management, Band 37, Heft 1, S. 99-109
ISSN: 1945-7421
This article is the first in a three-part series that examines the development of selection testing. Part I focuses on the historical development of personnel selection testing from the late 19th century to the present, with particular attention given to personality testing. Attention is given to the efforts of early industrial psychologists that shaped and defined the role of testing in the scientific selection of employees. Part II examines the development of methods and standards in employment testing with particular emphasis on selection validity and utility. Issues of selection fairness and discrimination in selection are explored as they relate to psychological testing. Part III explores the development and application of personality testing. The transient nature of models of personality is noted, and current paradigms and the utility and fairness of personality testing for modern organizations are discussed.
In: Public personnel management, Band 37, Heft 1, S. 99-110
ISSN: 0091-0260
In: Public personnel management, Band 37, Heft 2, S. 185-198
ISSN: 0091-0260
In: Journal of Baltic studies: JBS, Band 45, Heft 4, S. 499-515
ISSN: 1751-7877