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Developing an attribute rating scale to select employees who display the potential to become effective in-house trainers in manufacturing companies
16 references·0 citing·46 second hop
Developing an attribute rating scale to select employees who display the potential to become effective in-house trainers in manufacturing companies (1996)Developing an attribute rating scale to s…Business psychology and organisational behaviour (2000)Business psychology and organ…Personality at work : the role of individual differences in the workplace (1992)Personality at work : the rol…Input, process, output: a model for evaluating training (1990)Input, process, output: a mod…PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY (1989)PERSONALITY AND JOB PERFORMAN…THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL (1986)THE INFLUENCE OF TRAINEE ATTI…Teacher Retention: The Test of a Model (1984)Teacher Retention: The Test o…Psychology Applied to Work: An Introduction to Industrial and Organizational Psychology (1983)Psychology Applied to Work: A…Cattell's Scree Test In Relation To Bartlett's Chi-Square Test And Other Observations On The Number Of Factors Problem (1979)Cattell's Scree Test In Relat…BEHAVIORAL OBSERVATION SCALES FOR PERFORMANCE APPRAISAL PURPOSES (1977)BEHAVIORAL OBSERVATION SCALES…Techniques for Evaluating Training Programs (1975)Techniques for Evaluating Tra…Attitudes and their measurement. (1973)Attitudes and their measureme…Readings in Attitude Theory and Measurement (1968)Readings in Attitude Theory a…Employee attitudes and employee performance. (1955)Employee attitudes and employ…The indirect assessment of social attitudes. (1950)The indirect assessment of so…The behavior of attitudes. (1947)The behavior of attitudes.Attitudes Can Be Measured (1928)Attitudes Can Be MeasuredThe Psychology of Social Norms. (1937)Principles of Behavior (1944)Social Learning and Imitation (1944)Implicit social cognition: Attitudes, self-esteem, and stereotypes. (1995)Are Individual Differences Germane to the Acceptance of New Information Technologies? (1999)Attitudes and the Attitude-Behavior Relation: Reasoned and Automatic Processes (2000)A study of some social factors in perception. (1935)The Theory of the Estimation of Test Reliability (1937)A Basis for Scaling Qualitative Data (1944)An Investigation of the Relationships between Beliefs about an Object and the Attitude toward that Object (1963)Relationship between attitudes and evaluative space: A critical review, with emphasis on the separability of positive and negative substrates. (1994)The critical incident technique. (1954)A cognitive view of the performance appraisal process: A model and research propositions (1984)Handbook of Multivariate Experimental Psychology (1988)Comparative analysis of the reliability of job performance ratings. (1996)Critical Incident Technique (2007)Performance appraisal and performance management: 100 years of progress? (2017)Research in Organizational Behavior (1984)Validity and utility of alternative predictors of job performance. (1984)THE PEOPLE MAKE THE PLACE (1987)Personality and job performance: The Big Five revisited. (2000)A personality trait-based interactionist model of job performance. (2003)THE CORE SELF‐EVALUATIONS SCALE: DEVELOPMENT OF A MEASURE (2003)Construct validity in psychological tests. (1955)Generalized expectancies for internal versus external control of reinforcement. (1966)Research in Organizational Behavior. (1986)TRANSFER OF TRAINING: A REVIEW AND DIRECTIONS FOR FUTURE RESEARCH (1988)Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. (1993)Toward an integrative theory of training motivation: A meta-analytic path analysis of 20 years of research. (2000)Overcoming Resistance to Change (1948)Organizational commitment, job satisfaction, and turnover among psychiatric technicians. (1974)The job satisfaction-job performance relationship: A qualitative and quantitative review. (2001)Management and the Worker (2003)Index of Job Satisfaction (2012)Effectiveness of training in organizations: A meta-analysis of design and evaluation features. (2003)Evaluating intertwined effects in e-learning programs: A novel hybrid MCDM model based on factor analysis and DEMATEL (2006)The Impact of Entrepreneurship Education on Entrepreneurial Attitudes and Intention: Hysteresis and Persistence (2013)Job satisfaction: Environmental and genetic components. (1989)Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. (1994)Organizational stressors and police performance (2010)Norm theory: Comparing reality to its alternatives. (1986)The Elaboration Likelihood Model of Persuasion (1986)The Elaboration Likelihood Model of Persuasion (1986)A Protection Motivation Theory of Fear Appeals and Attitude Change1 (1975)Attitude-behavior relations: A theoretical analysis and review of empirical research. (1977)A Cognitive Model of the Antecedents and Consequences of Satisfaction Decisions (1980)
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References

  • 1968Readings in Attitude Theory and Measurement2,138 cited
  • 1928Attitudes Can Be Measured1,487 cited
  • 1975Techniques for Evaluating Training Programs1,236 cited
  • 1955Employee attitudes and employee performance.989 cited
  • 1986THE INFLUENCE OF TRAINEE ATTITUDES ON TRAINING EFFECTIVENESS: TEST OF A MODEL975 cited
  • 1989PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY316 cited
  • 1947The behavior of attitudes.310 cited
  • 1983Psychology Applied to Work: An Introduction to Industrial and Organizational Psychology288 cited
  • 1977BEHAVIORAL OBSERVATION SCALES FOR PERFORMANCE APPRAISAL PURPOSES256 cited
  • 1950The indirect assessment of social attitudes.245 cited
  • 1973Attitudes and their measurement.199 cited
  • 1979Cattell's Scree Test In Relation To Bartlett's Chi-Square Test And Other Observations On The Number Of Factors Problem177 cited
  • 1984Teacher Retention: The Test of a Model153 cited
  • 1992Personality at work : the role of individual differences in the workplace150 cited
  • 1990Input, process, output: a model for evaluating training148 cited
  • 2000

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Business psychology and organisational behaviour
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