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Assessment centres : a comparison of trait ratings and task ratings for predicting managerial performance / Taksentrums : 'n vergelyking van trekstellings en taakstellings in die voorspelling van bestuursprestasieHeindl, Werner Andreas 06 1900 (has links)
Summaries in Afrikaans and English / In teenstelling met die takseersentrumteorie het navorsing getoon dat takseersentrum trektellings nie oor verskillende situasies stabiel is nie. Hierdie bevindinge mag 'n aanduiding wees van 'n lae konstrukgeldigheid van takseersentrums. Navorsers het tot die gevolgtrekking gekom dat navorsingsresultate nie die aanname ondersteun dat takseersentrums dimensietellings
genereer wat trekke weerspieel nie. Dit het navorsers laat bespiegel of take (d.w.s. oefeninge), eerder as trekke (d.w.s. dimensies) as 'n basis gebruik behoort te word om takseersentrumbeoordelings te maak. Die doel van die studie was om te bepaal of takseersentrum
trektellings beter voorspellers van werksprestasie van bestuurders is as taaktellings. Die studie sluit 97 blanke middelvlakbestuurders van 'n Suid Afrikaanse diensorganisasie in. Geen verskille is tussen die voorspellingsgeldighede van trekgebaseerde en taakgebaseerde tellings verkry nie (r = 0,087 vir beide tellings). Oorsake vir die gebrek aan verskille tussen die
voorspellingsgeldighede is bespreek. / In contrast to assessment centre theory, research has shown that assessment centre trait
ratings are not stable across different situations. This may be an indication of the
relatively low construct validity of assessment centres. Researchers concluded that
research results did not support the assumption that assessment centres generate
dimensional ratings that represent traits and speculated whether tasks (i.e. exercises)
should be used as a basis for making assessment centre ratings, rather than traits (i.e.
dimensions). The aim of the study was to determine whether assessment centre task ratings are
better predictors of managerial job performance than trait ratings. The study included 97 white
middle-level managers of a South African service organisation. No difference was obtained
between the predictive validities of traits ratings and task ratings (r = 0,087 for both
ratings). Causes for the lack of differences between the predictive validities were
discussed. / M. A. (Industrial Psychology)
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A case-study of attitude surveys and their impact on organizational and management developmentLaw, Wai-fun, Margaret., 羅蕙芬. January 1989 (has links)
published_or_final_version / Business Administration / Master / Master of Business Administration
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Assessment centres : a comparison of trait ratings and task ratings for predicting managerial performance / Taksentrums : 'n vergelyking van trekstellings en taakstellings in die voorspelling van bestuursprestasieHeindl, Werner Andreas 06 1900 (has links)
Summaries in Afrikaans and English / In teenstelling met die takseersentrumteorie het navorsing getoon dat takseersentrum trektellings nie oor verskillende situasies stabiel is nie. Hierdie bevindinge mag 'n aanduiding wees van 'n lae konstrukgeldigheid van takseersentrums. Navorsers het tot die gevolgtrekking gekom dat navorsingsresultate nie die aanname ondersteun dat takseersentrums dimensietellings
genereer wat trekke weerspieel nie. Dit het navorsers laat bespiegel of take (d.w.s. oefeninge), eerder as trekke (d.w.s. dimensies) as 'n basis gebruik behoort te word om takseersentrumbeoordelings te maak. Die doel van die studie was om te bepaal of takseersentrum
trektellings beter voorspellers van werksprestasie van bestuurders is as taaktellings. Die studie sluit 97 blanke middelvlakbestuurders van 'n Suid Afrikaanse diensorganisasie in. Geen verskille is tussen die voorspellingsgeldighede van trekgebaseerde en taakgebaseerde tellings verkry nie (r = 0,087 vir beide tellings). Oorsake vir die gebrek aan verskille tussen die
voorspellingsgeldighede is bespreek. / In contrast to assessment centre theory, research has shown that assessment centre trait
ratings are not stable across different situations. This may be an indication of the
relatively low construct validity of assessment centres. Researchers concluded that
research results did not support the assumption that assessment centres generate
dimensional ratings that represent traits and speculated whether tasks (i.e. exercises)
should be used as a basis for making assessment centre ratings, rather than traits (i.e.
dimensions). The aim of the study was to determine whether assessment centre task ratings are
better predictors of managerial job performance than trait ratings. The study included 97 white
middle-level managers of a South African service organisation. No difference was obtained
between the predictive validities of traits ratings and task ratings (r = 0,087 for both
ratings). Causes for the lack of differences between the predictive validities were
discussed. / M. A. (Industrial Psychology)
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Authentic Leadership can be Measured Within Organizations Through the use of Leadership Assessment Centers: A Factor Analytic Study of the Authentic Leadership ConstructSmith, Nicole K. 19 December 2016 (has links)
No description available.
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Psychodiagnostika v personální psychologii: kompetenční přístup při výběru zaměstnanců v hotelovém průmyslu / Psychological testing in personnel psychology: competency-based selection of hospitality leadersŠafr, Martin January 2010 (has links)
This thesis deals with one of the most debated topics of the Personnel Psychology - the personnel selection. The aim of the thesis is to provide an exhaustive overview of the designing process of the selection procedures with special attention being paid to the various methods of selecting employees. Attention was primarily paid to the effort that the knowledge of the otherwise common methods of selecting employees be put in the new framework and the latest ways of their application. Particular emphasis has been put upon the new approaches to the method of interview, cognitive abilities testing, detection of individual personality at work and new methods in designing assessment centers. An interesting chapter is the use of emotional factors as selection criteria and the application of the attachment theory to work. Considerable extent of the thesis is also devoted to the methods of job analysis and competency modeling, their comparison and applications. Based on the previous theoretical treatise the empirical part attempts at creating a competency model for senior executives in the hotel industry and proposes possible ways of its practical use.
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