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Home arrow Psychology arrow Personnel psychology and human resource management

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

EPILOGUEPsychological CorrelatesLEARNING STRATEGIES AND LEARNING SUCCESS: CROSS- SECTIONAL STUDIESDimensionsATTITUDES TO, AND OUTCOMES OF, MULTI-RATER FEEDBACKConsequences of CommitmentJob Search and Voluntary TurnoverVEHICLERegulatory EnvironmentASSESSMENT CENTEREARLY STUDIESNew Ways of WorkingTraining in Behavioural StrategiesTHE NATURE OF LEARNING STRATEGIESSPECIFIC ABILITY, KNOWLEDGE, AND NONCOGNITIVE TRAITSGenderCOGNITIVE ABILITYExpert ModelCORRELATES OF gWhat Do We Need to Know?The Process of Contract-making or Psychological ContractingAPPLICANT REACTIONS AND ATTITUDESOPERATIONALIZING THE PSYCHOLOGICAL CONTRACT Types of Contract MeasurementCHANGING NATURE OF EMPLOYMENT AND EMPLOYEE RELATIONSINTERNATIONAL USES OF SELECTION METHODSPSYCHOLOGICAL CONTRACTS: EMPLOYEE RELATIONS FOR THE TWENTY-FIRST CENTURY?THE MEASUREMENT OF LEARNING STRATEGIESTHE MEDICAL MODELCONCEPTUALIZATION AND MEASUREMENT OF ORGANIZATIONAL COMMITMENTModerators, Macro Factors, and Methodological IssuesMSMR for Appraisal, or for Development?Correlates of Self-awarenessSelf-regulatory Strategies and SuccessSelf-correcting ContractsCONTEMPORARY RESEARCH ON ABSENCE FROM WORK: CORRELATES, CAUSES AND CONSEQUENCESLEARNING STRATEGIES AND INDUSTRIAL- ORGANIZATIONAL PSYCHOLOGYOrganizational CommitmentSystem MethodologySubordinate RatingsTHE STRESS MODELThe Learning and Study Strategies Inventory (LASSI)I. PERSONNEL PSYCHOLOGYRATING PROCESSLimited Capacity ModelTraining in Cognitive StrategiesEconomic FactorsUNDERSTANDING THE ASSESSMENT CENTRE PROCESS: WHERE ARE WE NOW?ACKNOWLEDGEMENTSPROCESS AND DECISION MODELSLEARNING STRATEGIES AND OCCUPATIONAL TRAININGEvaluationThe Psychological Contract as a Cognitive-perceptual EntityMULTI-SOURCE FEEDBACK SYSTEMS: A RESEARCH PERSPECTIVEDevelopmental Actions as a Result of the FeedbackAge and TenurePERSONNEL SELECTION METHODSRole-playerTHE ORGANIZATION AS A 'COOPERATIVE SYSTEM' OF EXCHANGEPERSONALITYInstitutional NetworksThe Inventory of Learning Styles in Higher Education (ILS)Organizational ConsequencesJob AnalysisInternal and External CustomersThe Dynamics of Contracting – the Need for Individuated DealsMETHODOLOGICAL ADVANCESThe Inventory of Learning Processes (ILP)ORGANIZATIONAL COMMITMENTBetween-Unit DifferencesDistinct Dimensional Assessment as Basis for Developmental FeedbackII. HUMAN RESOURCE MANAGEMENTThe Psychological Contract as an Implicit, Relationship-based AgreementTHE WITHDRAWAL MODELAssessor CharacteristicsThe Approaches to Studying Inventory (AS!)The Focus of CommitmentOTHER PREDICTORSThe New DealTHE GLOBAL INTEGRATION OF HR PROCESSES: CONTRADICTIONS IN CURRENT THINKINGLee and Mitchell's (1994) Unfolding ModelReactions and Acceptance of Developmental FeedbackPsychological DisorderPainThe Development ProcessTraining in Self-regulation StrategiesCONTEXTPhysiological CorrelatesTHE CONSEQUENCES OF ABSENCEThe Future of Multi-source, Multi-level Feedback SystemsYEARS OF VOLUNTARY TURNOVER RESEARCH: A REVIEW AND CRITIQUETraining in Learning Strategies: OverviewTHE CONTENT AND CHARACTER OF THE PSYCHOLOGICAL CONTRACTMETA-ANALYSESCONSEQUENCESSELF-ASSESSMENT AND SELF-AWARENESSGENERAL COGNITIVE ABILITY AND OCCUPATIONAL PERFORMANCETHE PROCESS OF CONTRACTING Organisational FactorsThe Psychological Contract as Perceived 'Obligations of Reciprocity''Individuals Hold Psychological Contracts, Organizations Do Not'Exploding AssumptionsDimensions of On-the-job PerformanceEmployee Health and Well-beingROLESOrganizational CommitmentThe Organization as a Framework for Contracting – the Drive to Develop 'New Deals'Are Relational and Transactional Contracts Independently or Inversely Related?Performance ImplicationsDE-GENDERING THE PSYCHOLOGICAL CONTRACTINTERNATIONAL DIFFERENCES IN SELECTION METHOD USESome Further Points on Self-assessment and Self-awarenessSTRUCTURE OF ABILITIESThe Psychological Contract as a Driver of BehaviourLinks with Organizational CultureJob PerformanceBIODATAOCCUPATIONAL PERFORMANCEDEMOGRAPHIC MODELSTypes of Psychological ContractCorrelates of CommitmentUTILITY ANALYSISPeer RatingsCognitive Strategies and SuccessINTERVIEWChanges in Ratings as a Result of FeedbackModel ContentProcess ModelsGENERAL COGNITIVE ABILITYSmoking and DrinkingLearning Strategies, Ability and MotivationRESEARCHING INTERNATIONAL DIFFERENCES IN SELECTION METHOD USECausal ModelsFairness and Similarity: Near Identity of Cognitive StructureRECENT STUDIESCross-Level and Multi-Level EffectsDEVELOPMENT OF COMMITMENTOther Inventories of Learning StrategiesNational CultureSelf-ratingsTHE ECONOMIC MODELRational ModelIn-role Job PerformanceLearning Strategies and StylesAbsence and Other 'Withdrawal' BehaviorsTraining MeasuresJOB KNOWLEDGE TESTSIMPLICATIONS OF NATIONAL DIFFERENCES IN SELECTION METHOD USEPSYCHOMETRIC PROPERTIES OF RATINGS MADE BY DIFFERENT RATER GROUPSTHE CONFLICT MODELEarly ConceptualizationsNexus of OgB and Occupational PerformanceA Shift from Relational to Transactional Contracts?Extra-role Performance and Organizational CitizenshipProcess-focused MeasuresWith Whom is the Contract Made?Turnover Intention and TurnoverCONTEMPORARY CONTRACTSOther Outcome MeasuresTHEORETICAL MODELSLearning Strategies, Abilities and Study SkillsSimulation ExercisesDecision ModelsHierarchical ModelsRESULTSDiversity and the Multicultural Working WorldNorms and Other Social MechanismsAvoidability and Organizational ControlTHE DEVIANCE MODELDefining Voluntary TurnoverPERFORMANCE AND JOB ANALYSIS ISSUESSYSTEM METHODOLOGY AND ORGANISATIONAL FACTORS AND THEIR INFLUENCE ON MSMR FEEDBACKAnswering CritiquesAn Integration of the Multidimensional ApproachesA TAXONOMY OF LEARNING STRATEGIES FOR OCCUPATIONAL TRAININGRELATIONSHIPS WITH OTHER PSYCHOLOGICAL CONSTRUCTS: OLD WINE IN NEW BOTTLES?Integration ProcedureObservation and Rating InstrumentSOCIAL AND CULTURAL MODELSOrganizational Policies and PracticesVIOLATION OF THE CONTRACT: PROMISES OR EXPECTATIONS?The Motivated Strategies for Learning Questionnaire (MSLQ)Absenteeism and TardinessSOCIETAL EFFECTSPHYSICAL AND PSYCHOMOTOR ABILITIESJob SatisfactionLEARNING STRATEGIES AND LEARNING SUCCESS: TRAINING INTERVENTIONSBehavioural Strategies and SuccessProcess ModelsAssessee CharacteristicsThe Nature of the CommitmentEXPLAINING NATIONAL DIFFERENCES IN SELECTION METHOD USEContent-focused Measures'Contracting' versus 'Contracts'Antecedents of CommitmentDiversity and MSMR FeedbackNOTES
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