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Innovation has long been an area of interest to social scientists, and particularly to psychologists working in organisational settings. The team climate inventory (TCI) is a facet‐specific measure of team climate for innovation that provides a picture of the level and quality of teamwork in a...
Persistent link: https://www.econbiz.de/10014887781
Further to the development of the team climate inventory (TCI), a multidimensional team‐level measure of team‐working style, this paper reports the development and psychometric validation of the team selection inventory (TSI), an individual‐level version of the TCI for use in selection....
Persistent link: https://www.econbiz.de/10014887873
Purpose – The aim of this paper is threefold: to provide an overview of organizational socialization (OS) research; to present a new model of OS focusing on successful outcomes; and finally to draw from both of these to suggest practical steps for both organizations aiming to socialize...
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The aim of this article is to identify recent developments in personnel selection and to review existing research with regard to these recent developments. To this end, 26 human resource representatives were asked to list current or future trends in personnel selection. In addition, existing...
Persistent link: https://www.econbiz.de/10014973798
Purpose – The majority of organizational newcomers have prior work experience. Organizational socialization tactics are less effective for such “experienced newcomers”, relative to graduate newcomers. Hence experienced newcomers tend to rely on their own actions to become socialized. The...
Persistent link: https://www.econbiz.de/10014974220
The Repertory Grid Technique, a psychological method capable of elucidating both the person‐job match and the job‐person match in employee selection, is presented. Potential applications for RGT Methodology in job analysis and decision making are proposed and practical recommendations for...
Persistent link: https://www.econbiz.de/10014974311
A series of analyses was performed to evaluate the decision‐making strategies of assessors involved in a final‐stage assessment centre (AC). Thirty‐eight assessors rated applicants (n = 222) for an engineering sponsorship placement. Applicants were evaluated on four dimensions (Interactive...
Persistent link: https://www.econbiz.de/10014974370