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You searched for subject:(Personnel selection). Showing records 1 – 30 of 153 total matches.

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1. Persson, Johanna. Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer.

Degree: Sustainable Development of Society and Technology, 2008, Mälardalen University

According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of… (more)

Subjects/Keywords: personnel/employee selection; Psychology; Psykologi

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APA (6th Edition):

Persson, J. (2008). Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer. (Thesis). Mälardalen University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Persson, Johanna. “Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer.” 2008. Thesis, Mälardalen University. Accessed November 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Persson, Johanna. “Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer.” 2008. Web. 17 Nov 2019.

Vancouver:

Persson J. Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer. [Internet] [Thesis]. Mälardalen University; 2008. [cited 2019 Nov 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Persson J. Strukturerad- kontra beteendeintervju : Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer. [Thesis]. Mälardalen University; 2008. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1007

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


University of Georgia

2. Pauly, Jailza Silva Cader. Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task.

Degree: PhD, Psychology, 2001, University of Georgia

 This study examined the effects of team composition based on task- and teamrelated knowledge, skills, and abilities (KSAs) on internal processes and outcomes of production… (more)

Subjects/Keywords: Personnel Selection

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APA (6th Edition):

Pauly, J. S. C. (2001). Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task. (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/pauly_jailza_s_200112_phd

Chicago Manual of Style (16th Edition):

Pauly, Jailza Silva Cader. “Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task.” 2001. Doctoral Dissertation, University of Georgia. Accessed November 17, 2019. http://purl.galileo.usg.edu/uga_etd/pauly_jailza_s_200112_phd.

MLA Handbook (7th Edition):

Pauly, Jailza Silva Cader. “Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task.” 2001. Web. 17 Nov 2019.

Vancouver:

Pauly JSC. Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task. [Internet] [Doctoral dissertation]. University of Georgia; 2001. [cited 2019 Nov 17]. Available from: http://purl.galileo.usg.edu/uga_etd/pauly_jailza_s_200112_phd.

Council of Science Editors:

Pauly JSC. Types of KSAs and levels of task interdependence : their effects on internal processes and outcomes of teams performing a production task. [Doctoral Dissertation]. University of Georgia; 2001. Available from: http://purl.galileo.usg.edu/uga_etd/pauly_jailza_s_200112_phd


University of Georgia

3. Fallaw, Sarah Stanley. Applicant reactions to online selection assessments.

Degree: PhD, Psychology, 2003, University of Georgia

 Applicant reactions to online personnel selection systems were examined. Three hundred twenty applicants from three online testing companies voluntarily participated in the study. Results of… (more)

Subjects/Keywords: Personnel selection

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APA (6th Edition):

Fallaw, S. S. (2003). Applicant reactions to online selection assessments. (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/fallaw_sarah_s_200305_phd

Chicago Manual of Style (16th Edition):

Fallaw, Sarah Stanley. “Applicant reactions to online selection assessments.” 2003. Doctoral Dissertation, University of Georgia. Accessed November 17, 2019. http://purl.galileo.usg.edu/uga_etd/fallaw_sarah_s_200305_phd.

MLA Handbook (7th Edition):

Fallaw, Sarah Stanley. “Applicant reactions to online selection assessments.” 2003. Web. 17 Nov 2019.

Vancouver:

Fallaw SS. Applicant reactions to online selection assessments. [Internet] [Doctoral dissertation]. University of Georgia; 2003. [cited 2019 Nov 17]. Available from: http://purl.galileo.usg.edu/uga_etd/fallaw_sarah_s_200305_phd.

Council of Science Editors:

Fallaw SS. Applicant reactions to online selection assessments. [Doctoral Dissertation]. University of Georgia; 2003. Available from: http://purl.galileo.usg.edu/uga_etd/fallaw_sarah_s_200305_phd


NSYSU

4. Pan, Yu-Chun. none.

Degree: Master, Human Resource Management, 2008, NSYSU

 Through varying personnel selection methods, corporations have obtained suitable employees. In the public, corporations use numerological ways to select employees can not to announce. This… (more)

Subjects/Keywords: numerology; Personnel selection methods

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APA (6th Edition):

Pan, Y. (2008). none. (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0827108-094607

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Pan, Yu-Chun. “none.” 2008. Thesis, NSYSU. Accessed November 17, 2019. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0827108-094607.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Pan, Yu-Chun. “none.” 2008. Web. 17 Nov 2019.

Vancouver:

Pan Y. none. [Internet] [Thesis]. NSYSU; 2008. [cited 2019 Nov 17]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0827108-094607.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Pan Y. none. [Thesis]. NSYSU; 2008. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0827108-094607

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Penn State University

5. Ginther, Nicole Marie Filipelli. Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants.

Degree: MS, Psychology, 2012, Penn State University

 The structure of many modern organizations demands multitasking employees. Measuring applicants’ polychronicity has been identified as a potential method to select employees who will succeed… (more)

Subjects/Keywords: Polychronicity; personnel selection; faking

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APA (6th Edition):

Ginther, N. M. F. (2012). Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants. (Masters Thesis). Penn State University. Retrieved from https://etda.libraries.psu.edu/catalog/13917

Chicago Manual of Style (16th Edition):

Ginther, Nicole Marie Filipelli. “Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants.” 2012. Masters Thesis, Penn State University. Accessed November 17, 2019. https://etda.libraries.psu.edu/catalog/13917.

MLA Handbook (7th Edition):

Ginther, Nicole Marie Filipelli. “Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants.” 2012. Web. 17 Nov 2019.

Vancouver:

Ginther NMF. Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants. [Internet] [Masters thesis]. Penn State University; 2012. [cited 2019 Nov 17]. Available from: https://etda.libraries.psu.edu/catalog/13917.

Council of Science Editors:

Ginther NMF. Polychronicity for Personnel Selection: An Investigation of Correlates and Contextual Determinants. [Masters Thesis]. Penn State University; 2012. Available from: https://etda.libraries.psu.edu/catalog/13917


Florida International University

6. Averhart, Veronica. Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers.

Degree: PhD, Psychology, 2012, Florida International University

  This study examined variables that may influence managers’ perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker… (more)

Subjects/Keywords: ageism; training; personnel selection

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APA (6th Edition):

Averhart, V. (2012). Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers. (Doctoral Dissertation). Florida International University. Retrieved from http://digitalcommons.fiu.edu/etd/585 ; 10.25148/etd.FI12050121 ; FI12050121

Chicago Manual of Style (16th Edition):

Averhart, Veronica. “Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers.” 2012. Doctoral Dissertation, Florida International University. Accessed November 17, 2019. http://digitalcommons.fiu.edu/etd/585 ; 10.25148/etd.FI12050121 ; FI12050121.

MLA Handbook (7th Edition):

Averhart, Veronica. “Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers.” 2012. Web. 17 Nov 2019.

Vancouver:

Averhart V. Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers. [Internet] [Doctoral dissertation]. Florida International University; 2012. [cited 2019 Nov 17]. Available from: http://digitalcommons.fiu.edu/etd/585 ; 10.25148/etd.FI12050121 ; FI12050121.

Council of Science Editors:

Averhart V. Ageism in the Workplace: Examining the Influence of Age Conceptualization on the Advancement Opportunities of Older Workers. [Doctoral Dissertation]. Florida International University; 2012. Available from: http://digitalcommons.fiu.edu/etd/585 ; 10.25148/etd.FI12050121 ; FI12050121


Rice University

7. Ock, Jisoo. Practical impact of predictor reliability for personnel selection decisions.

Degree: MA, Social Sciences, 2012, Rice University

 In personnel selection, employment tests are intended to reduce selection errors and increase mean performance. The current thesis examines the impact of psychometric properties of… (more)

Subjects/Keywords: Reliability; Selection utility; Personnel selection; Psychometrics

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APA (6th Edition):

Ock, J. (2012). Practical impact of predictor reliability for personnel selection decisions. (Masters Thesis). Rice University. Retrieved from http://hdl.handle.net/1911/64657

Chicago Manual of Style (16th Edition):

Ock, Jisoo. “Practical impact of predictor reliability for personnel selection decisions.” 2012. Masters Thesis, Rice University. Accessed November 17, 2019. http://hdl.handle.net/1911/64657.

MLA Handbook (7th Edition):

Ock, Jisoo. “Practical impact of predictor reliability for personnel selection decisions.” 2012. Web. 17 Nov 2019.

Vancouver:

Ock J. Practical impact of predictor reliability for personnel selection decisions. [Internet] [Masters thesis]. Rice University; 2012. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/1911/64657.

Council of Science Editors:

Ock J. Practical impact of predictor reliability for personnel selection decisions. [Masters Thesis]. Rice University; 2012. Available from: http://hdl.handle.net/1911/64657


Siauliai University

8. Novosiolovaitė-Gutauskienė, Vilma. PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS).

Degree: Master, Marketing and Administration, 2009, Siauliai University

Įmonė, kurios vadovai žvelgia į tolesnę perspektyvą, kuri puoselėja ilgalaikio verslo planus ir stengiasi mažinti veiklos riziką, stiprinti konkurencingumą, turėtų svarstyti planus apie stabilių, ilgalaikių… (more)

Subjects/Keywords: Personalo; Atranka; Sistema; Personnel; Selection; System

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APA (6th Edition):

Novosiolovaitė-Gutauskienė, V. (2009). PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS). (Masters Thesis). Siauliai University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_135022-74115 ;

Chicago Manual of Style (16th Edition):

Novosiolovaitė-Gutauskienė, Vilma. “PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS).” 2009. Masters Thesis, Siauliai University. Accessed November 17, 2019. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_135022-74115 ;.

MLA Handbook (7th Edition):

Novosiolovaitė-Gutauskienė, Vilma. “PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS).” 2009. Web. 17 Nov 2019.

Vancouver:

Novosiolovaitė-Gutauskienė V. PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS). [Internet] [Masters thesis]. Siauliai University; 2009. [cited 2019 Nov 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_135022-74115 ;.

Council of Science Editors:

Novosiolovaitė-Gutauskienė V. PERSONALO ATRANKOS SISTEMOS VERTINIMAS IR TOBULINIMAS (AB „LIETUVOS DRAUDIMAS“ ATVEJIS). [Masters Thesis]. Siauliai University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090827_135022-74115 ;


Florida International University

9. Fernandez de Cueto, Julio E. Relative Importance of False Positives in the Selection Process.

Degree: PhD, Psychology, 2012, Florida International University

  This study investigated the role of contextual factors in personnel selection. Specifically, I explored if specific job factors such as the wage, training, available… (more)

Subjects/Keywords: Personnel; Selection; Policy; Capture; Decision; False; Positives

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APA (6th Edition):

Fernandez de Cueto, J. E. (2012). Relative Importance of False Positives in the Selection Process. (Doctoral Dissertation). Florida International University. Retrieved from http://digitalcommons.fiu.edu/etd/569 ; 10.25148/etd.FI12041905 ; FI12041905

Chicago Manual of Style (16th Edition):

Fernandez de Cueto, Julio E. “Relative Importance of False Positives in the Selection Process.” 2012. Doctoral Dissertation, Florida International University. Accessed November 17, 2019. http://digitalcommons.fiu.edu/etd/569 ; 10.25148/etd.FI12041905 ; FI12041905.

MLA Handbook (7th Edition):

Fernandez de Cueto, Julio E. “Relative Importance of False Positives in the Selection Process.” 2012. Web. 17 Nov 2019.

Vancouver:

Fernandez de Cueto JE. Relative Importance of False Positives in the Selection Process. [Internet] [Doctoral dissertation]. Florida International University; 2012. [cited 2019 Nov 17]. Available from: http://digitalcommons.fiu.edu/etd/569 ; 10.25148/etd.FI12041905 ; FI12041905.

Council of Science Editors:

Fernandez de Cueto JE. Relative Importance of False Positives in the Selection Process. [Doctoral Dissertation]. Florida International University; 2012. Available from: http://digitalcommons.fiu.edu/etd/569 ; 10.25148/etd.FI12041905 ; FI12041905


Kansas State University

10. Jackson, Alexander Thomas. Examining factors influencing use of a decision aid in personnel selection.

Degree: PhD, Psychological Sciences, 2016, Kansas State University

 In this research, two studies were conducted to examine the factors influencing reliance on a decision aid in personnel selection decisions. Specifically, this study examined… (more)

Subjects/Keywords: Decision aid; Personnel selection; Decision making

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APA (6th Edition):

Jackson, A. T. (2016). Examining factors influencing use of a decision aid in personnel selection. (Doctoral Dissertation). Kansas State University. Retrieved from http://hdl.handle.net/2097/32538

Chicago Manual of Style (16th Edition):

Jackson, Alexander Thomas. “Examining factors influencing use of a decision aid in personnel selection.” 2016. Doctoral Dissertation, Kansas State University. Accessed November 17, 2019. http://hdl.handle.net/2097/32538.

MLA Handbook (7th Edition):

Jackson, Alexander Thomas. “Examining factors influencing use of a decision aid in personnel selection.” 2016. Web. 17 Nov 2019.

Vancouver:

Jackson AT. Examining factors influencing use of a decision aid in personnel selection. [Internet] [Doctoral dissertation]. Kansas State University; 2016. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/2097/32538.

Council of Science Editors:

Jackson AT. Examining factors influencing use of a decision aid in personnel selection. [Doctoral Dissertation]. Kansas State University; 2016. Available from: http://hdl.handle.net/2097/32538


Kansas State University

11. Voss, Nathaniel M. Modeling antecedents and consequences of deliberative decision making within personnel selection.

Degree: MS, Department of Psychological Sciences, 2019, Kansas State University

 While hiring decisions are a frequent organizational occurrence that can substantially impact the decision maker, the organization, and/or society as a whole, employees do not… (more)

Subjects/Keywords: decision making; deliberation; personnel selection; decision quality

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APA (6th Edition):

Voss, N. M. (2019). Modeling antecedents and consequences of deliberative decision making within personnel selection. (Masters Thesis). Kansas State University. Retrieved from http://hdl.handle.net/2097/39415

Chicago Manual of Style (16th Edition):

Voss, Nathaniel M. “Modeling antecedents and consequences of deliberative decision making within personnel selection.” 2019. Masters Thesis, Kansas State University. Accessed November 17, 2019. http://hdl.handle.net/2097/39415.

MLA Handbook (7th Edition):

Voss, Nathaniel M. “Modeling antecedents and consequences of deliberative decision making within personnel selection.” 2019. Web. 17 Nov 2019.

Vancouver:

Voss NM. Modeling antecedents and consequences of deliberative decision making within personnel selection. [Internet] [Masters thesis]. Kansas State University; 2019. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/2097/39415.

Council of Science Editors:

Voss NM. Modeling antecedents and consequences of deliberative decision making within personnel selection. [Masters Thesis]. Kansas State University; 2019. Available from: http://hdl.handle.net/2097/39415


Siauliai University

12. Popendikytė-Stonienė, Evelina. Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje.

Degree: Master, Marketing and Administration, 2011, Siauliai University

Magistro darbo tikslas – įvertinus personalo atrankos ir priėmimo į Valstybės tarnybą teorinius aspektus, atlikus LR teisinių aktų analizę ir Pagėgių savivaldybės personalo atrankos bei… (more)

Subjects/Keywords: Personalo atranka; Priėmimas; Personalo valdymas; Personnel selection; Adoption; Personnel management

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APA (6th Edition):

Popendikytė-Stonienė, E. (2011). Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje. (Masters Thesis). Siauliai University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_085439-44511 ;

Chicago Manual of Style (16th Edition):

Popendikytė-Stonienė, Evelina. “Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje.” 2011. Masters Thesis, Siauliai University. Accessed November 17, 2019. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_085439-44511 ;.

MLA Handbook (7th Edition):

Popendikytė-Stonienė, Evelina. “Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje.” 2011. Web. 17 Nov 2019.

Vancouver:

Popendikytė-Stonienė E. Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje. [Internet] [Masters thesis]. Siauliai University; 2011. [cited 2019 Nov 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_085439-44511 ;.

Council of Science Editors:

Popendikytė-Stonienė E. Personalo atranka ir priėmimas rajono savivaldybėje ir šių personalo valdymo veiklų tobulinimas Pagėgių savivaldybėje. [Masters Thesis]. Siauliai University; 2011. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2011~D_20110804_085439-44511 ;

13. Sudaviciute, Simona. Attitudes towards personnel selection methods in Lithuanian and Swedish samples.

Degree: Social Sciences, 2008, Växjö University

  Candidates’ attitudes towards various personnel selection methods get attention of organizational and work psychology specialists because of various reasons. The most important reason is… (more)

Subjects/Keywords: attitude towards personnel selection methods fairness; attitude towards personnel selection methods fairness dimensions; attitude towards the suitability of personnel selection methods to positions; self-efficacy.; Psychology; Psykologi

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APA (6th Edition):

Sudaviciute, S. (2008). Attitudes towards personnel selection methods in Lithuanian and Swedish samples. (Thesis). Växjö University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Sudaviciute, Simona. “Attitudes towards personnel selection methods in Lithuanian and Swedish samples.” 2008. Thesis, Växjö University. Accessed November 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Sudaviciute, Simona. “Attitudes towards personnel selection methods in Lithuanian and Swedish samples.” 2008. Web. 17 Nov 2019.

Vancouver:

Sudaviciute S. Attitudes towards personnel selection methods in Lithuanian and Swedish samples. [Internet] [Thesis]. Växjö University; 2008. [cited 2019 Nov 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Sudaviciute S. Attitudes towards personnel selection methods in Lithuanian and Swedish samples. [Thesis]. Växjö University; 2008. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:vxu:diva-2193

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


East Carolina University

14. Knebel, Randy J. An Evaluation of Assessment Center Exercise Order Effects.

Degree: 2017, East Carolina University

 This study investigated the effects of assessment center (AC) exercise order presentation on dimension performance ratings. Although limited, previous research on this matter has led… (more)

Subjects/Keywords: Selection; Development; Exercises; Assessment centers (Personnel management procedure) – Evaluation; Employees – Rating of; Personnel management

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APA (6th Edition):

Knebel, R. J. (2017). An Evaluation of Assessment Center Exercise Order Effects. (Thesis). East Carolina University. Retrieved from http://hdl.handle.net/10342/6537

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Knebel, Randy J. “An Evaluation of Assessment Center Exercise Order Effects.” 2017. Thesis, East Carolina University. Accessed November 17, 2019. http://hdl.handle.net/10342/6537.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Knebel, Randy J. “An Evaluation of Assessment Center Exercise Order Effects.” 2017. Web. 17 Nov 2019.

Vancouver:

Knebel RJ. An Evaluation of Assessment Center Exercise Order Effects. [Internet] [Thesis]. East Carolina University; 2017. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/10342/6537.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Knebel RJ. An Evaluation of Assessment Center Exercise Order Effects. [Thesis]. East Carolina University; 2017. Available from: http://hdl.handle.net/10342/6537

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Universidade do Rio Grande do Sul

15. Straliotto, Marcia Carvalho e Silva. O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista.

Degree: 2011, Universidade do Rio Grande do Sul

O objetivo geral desta dissertação é analisar o não dito sobre os requisitos de seleção de pessoal das empresas de telefonia móvel, através de vagas… (more)

Subjects/Keywords: Competência; Flexibility; Brokerage jobs; Seleção de pessoal; Capitalismo; Skills; Requirements for selection; Personnel selection

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Straliotto, M. C. e. S. (2011). O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista. (Thesis). Universidade do Rio Grande do Sul. Retrieved from http://hdl.handle.net/10183/34154

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Straliotto, Marcia Carvalho e Silva. “O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista.” 2011. Thesis, Universidade do Rio Grande do Sul. Accessed November 17, 2019. http://hdl.handle.net/10183/34154.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Straliotto, Marcia Carvalho e Silva. “O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista.” 2011. Web. 17 Nov 2019.

Vancouver:

Straliotto MCeS. O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista. [Internet] [Thesis]. Universidade do Rio Grande do Sul; 2011. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/10183/34154.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Straliotto MCeS. O não dito sobre os requisitos de seleção de pessoal e as empresas de telefonia móvel: flexibilização, competências e intermediação de empregos na expansão capitalista. [Thesis]. Universidade do Rio Grande do Sul; 2011. Available from: http://hdl.handle.net/10183/34154

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


California State University – San Bernardino

16. Ingalls, Stephanie Ann. The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection.

Degree: MSin Psychology, Psychology, 2018, California State University – San Bernardino

  The purpose of the current study was to examine the effect of a blind selection process on gender discrimination. Due to persistent gender discrimination… (more)

Subjects/Keywords: Blind selection processes; gender discrimination; personnel selection; biases; sexism; Industrial and Organizational Psychology

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Ingalls, S. A. (2018). The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection. (Thesis). California State University – San Bernardino. Retrieved from http://scholarworks.lib.csusb.edu/etd/715

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Ingalls, Stephanie Ann. “The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection.” 2018. Thesis, California State University – San Bernardino. Accessed November 17, 2019. http://scholarworks.lib.csusb.edu/etd/715.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Ingalls, Stephanie Ann. “The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection.” 2018. Web. 17 Nov 2019.

Vancouver:

Ingalls SA. The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection. [Internet] [Thesis]. California State University – San Bernardino; 2018. [cited 2019 Nov 17]. Available from: http://scholarworks.lib.csusb.edu/etd/715.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Ingalls SA. The Effects of a Blind Selection Process on Gender Discrimination in Applicant Selection. [Thesis]. California State University – San Bernardino; 2018. Available from: http://scholarworks.lib.csusb.edu/etd/715

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Vilnius University

17. Šafranauskaitė, Kristina. Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle.

Degree: Master, 2009, Vilnius University

Darbe analizuojama personalo atrankos sistemos įtaka žmoniškųjų išteklių valdymui smulkiame ir vidutiniame versle. Pirmoje dalyje supažindinama su įvairių autorių požiūriais į žmogiškųjų išteklių sampratą, reikšmę… (more)

Subjects/Keywords: Žmogiškieji ištekliai; Atranka; Įtaka; Įmonės įvaizdis; Atrankos problemos; Atrankos metodai; Personnel selection; Human resources; Influence of selection; Problems of selection

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Šafranauskaitė, K. (2009). Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle. (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192056-57297 ;

Chicago Manual of Style (16th Edition):

Šafranauskaitė, Kristina. “Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle.” 2009. Masters Thesis, Vilnius University. Accessed November 17, 2019. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192056-57297 ;.

MLA Handbook (7th Edition):

Šafranauskaitė, Kristina. “Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle.” 2009. Web. 17 Nov 2019.

Vancouver:

Šafranauskaitė K. Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2019 Nov 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192056-57297 ;.

Council of Science Editors:

Šafranauskaitė K. Personalo atrankos sistemos įtaka žmogiškųjų išteklių valdymui smulkiame ir vidutiniame versle. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_192056-57297 ;


University of Utah

18. Kowalchik, Carolyn G. Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;.

Degree: MS;, Pharmacology & Toxicology;, 1991, University of Utah

 Graduate of pharmacy residency and fellowship programs are actively recruited through national advertisements and personnel placement services. Little current information is available about the types… (more)

Subjects/Keywords: Manpower; Personnel Selection; Pharmacy

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Kowalchik, C. G. (1991). Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;. (Masters Thesis). University of Utah. Retrieved from http://content.lib.utah.edu/cdm/singleitem/collection/etd1/id/693/rec/996

Chicago Manual of Style (16th Edition):

Kowalchik, Carolyn G. “Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;.” 1991. Masters Thesis, University of Utah. Accessed November 17, 2019. http://content.lib.utah.edu/cdm/singleitem/collection/etd1/id/693/rec/996.

MLA Handbook (7th Edition):

Kowalchik, Carolyn G. “Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;.” 1991. Web. 17 Nov 2019.

Vancouver:

Kowalchik CG. Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;. [Internet] [Masters thesis]. University of Utah; 1991. [cited 2019 Nov 17]. Available from: http://content.lib.utah.edu/cdm/singleitem/collection/etd1/id/693/rec/996.

Council of Science Editors:

Kowalchik CG. Positions accepted by the 1990 graduates of pharmacy residency and fellowship programs;. [Masters Thesis]. University of Utah; 1991. Available from: http://content.lib.utah.edu/cdm/singleitem/collection/etd1/id/693/rec/996


Texas A&M University

19. Rasmussen, Jennifer. Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking.

Degree: 2015, Texas A&M University

 Faking on personality tests in selection contexts remains a concern for organizations and researchers. Conditional reasoning tests (CRTs) are purported to predict construct-related outcomes and… (more)

Subjects/Keywords: personnel selection; employment tests; faking; validity; conditional reasoning tests; personality

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APA (6th Edition):

Rasmussen, J. (2015). Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking. (Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/155614

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Rasmussen, Jennifer. “Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking.” 2015. Thesis, Texas A&M University. Accessed November 17, 2019. http://hdl.handle.net/1969.1/155614.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Rasmussen, Jennifer. “Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking.” 2015. Web. 17 Nov 2019.

Vancouver:

Rasmussen J. Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking. [Internet] [Thesis]. Texas A&M University; 2015. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/1969.1/155614.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Rasmussen J. Implicit Measurement of Extraversion and Agreeableness Using Conditional Reasoning Tests: The Impact of Faking. [Thesis]. Texas A&M University; 2015. Available from: http://hdl.handle.net/1969.1/155614

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Texas A&M University

20. Hong, Seunghwa. Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory.

Degree: 2013, Texas A&M University

 There are concerns regarding the risk of the inaccurate responses in the personality data. The inaccurate responses negatively affect in the individual selection contexts. Especially,… (more)

Subjects/Keywords: Person-fit analysis; item response theory; personality measures; military personnel selection

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Hong, S. (2013). Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory. (Thesis). Texas A&M University. Retrieved from http://hdl.handle.net/1969.1/151232

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Hong, Seunghwa. “Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory.” 2013. Thesis, Texas A&M University. Accessed November 17, 2019. http://hdl.handle.net/1969.1/151232.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Hong, Seunghwa. “Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory.” 2013. Web. 17 Nov 2019.

Vancouver:

Hong S. Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory. [Internet] [Thesis]. Texas A&M University; 2013. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/1969.1/151232.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Hong S. Detecting Inaccurate Response Patterns in Korean Military Personality Inventory: An Application of Item Response Theory. [Thesis]. Texas A&M University; 2013. Available from: http://hdl.handle.net/1969.1/151232

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


University of Wisconsin – Oshkosh

21. Landay, Karen. Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects.

Degree: Master of Business Administration.", 2016, University of Wisconsin – Oshkosh

"A Thesis submitted in partial fulfillment of the requirements for the degree of Master of Business Administration."

Though the use of recruitment process outsourcing (RPO)… (more)

Subjects/Keywords: Contracting out; Employee selection; Personnel management; Planning; Organization; Business

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Landay, K. (2016). Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects. (Masters Thesis). University of Wisconsin – Oshkosh. Retrieved from http://digital.library.wisc.edu/1793/75003

Chicago Manual of Style (16th Edition):

Landay, Karen. “Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects.” 2016. Masters Thesis, University of Wisconsin – Oshkosh. Accessed November 17, 2019. http://digital.library.wisc.edu/1793/75003.

MLA Handbook (7th Edition):

Landay, Karen. “Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects.” 2016. Web. 17 Nov 2019.

Vancouver:

Landay K. Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects. [Internet] [Masters thesis]. University of Wisconsin – Oshkosh; 2016. [cited 2019 Nov 17]. Available from: http://digital.library.wisc.edu/1793/75003.

Council of Science Editors:

Landay K. Recruitment process outsourcing: one size fits all? : recruiter competence and firm reputation effects. [Masters Thesis]. University of Wisconsin – Oshkosh; 2016. Available from: http://digital.library.wisc.edu/1793/75003


Vilnius University

22. Krasauskaitė, Miglė. Personalo atranka tarptautinėse įmonėse.

Degree: Master, 2009, Vilnius University

Personalo atranka – tai planingas individo paskyrimas į darbo vietą. Personalo atrankos procesas leidžia surinkti reikiamą informaciją apie kandidatą ir apie jo galimą įtaką organizacijai.… (more)

Subjects/Keywords: Personalo atranka; Tarptautinės įmonės; Personnel selection; International companies

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Krasauskaitė, Miglė. (2009). Personalo atranka tarptautinėse įmonėse. (Masters Thesis). Vilnius University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_193855-91894 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Chicago Manual of Style (16th Edition):

Krasauskaitė, Miglė. “Personalo atranka tarptautinėse įmonėse.” 2009. Masters Thesis, Vilnius University. Accessed November 17, 2019. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_193855-91894 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

MLA Handbook (7th Edition):

Krasauskaitė, Miglė. “Personalo atranka tarptautinėse įmonėse.” 2009. Web. 17 Nov 2019.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Vancouver:

Krasauskaitė, Miglė. Personalo atranka tarptautinėse įmonėse. [Internet] [Masters thesis]. Vilnius University; 2009. [cited 2019 Nov 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_193855-91894 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Council of Science Editors:

Krasauskaitė, Miglė. Personalo atranka tarptautinėse įmonėse. [Masters Thesis]. Vilnius University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2006~D_20090908_193855-91894 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

23. Gustavsson, Martina. [No title].

Degree: Social Sciences, 2008, Mälardalen University

  ”Vad hände med personlighetstesten?” En kartläggning av vilka urvalsmetoder rekryterare lägger vikt på Martina Gustavsson Att finna rätt man till rätt plats innebär att… (more)

Subjects/Keywords: personnel selection; personality; personality measurement; personality test; impression management; Psychology; Psykologi

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APA (6th Edition):

Gustavsson, M. (2008). [No title]. (Thesis). Mälardalen University. Retrieved from http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-584

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Gustavsson, Martina. “[No title].” 2008. Thesis, Mälardalen University. Accessed November 17, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-584.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Gustavsson, Martina. “[No title].” 2008. Web. 17 Nov 2019.

Vancouver:

Gustavsson M. [No title]. [Internet] [Thesis]. Mälardalen University; 2008. [cited 2019 Nov 17]. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-584.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Gustavsson M. [No title]. [Thesis]. Mälardalen University; 2008. Available from: http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-584

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Erasmus University Rotterdam

24. Mol, Stefan. Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams.

Degree: Department of Psychology, 2007, Erasmus University Rotterdam

 textabstractPersonnel selection is one of the main activities of the industrial and organizational psychologist. Yet, little is known about whether principles of personnel selection that… (more)

Subjects/Keywords: organizational psychology; personnel selection

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APA (6th Edition):

Mol, S. (2007). Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams. (Doctoral Dissertation). Erasmus University Rotterdam. Retrieved from http://hdl.handle.net/1765/10757

Chicago Manual of Style (16th Edition):

Mol, Stefan. “Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams.” 2007. Doctoral Dissertation, Erasmus University Rotterdam. Accessed November 17, 2019. http://hdl.handle.net/1765/10757.

MLA Handbook (7th Edition):

Mol, Stefan. “Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams.” 2007. Web. 17 Nov 2019.

Vancouver:

Mol S. Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams. [Internet] [Doctoral dissertation]. Erasmus University Rotterdam; 2007. [cited 2019 Nov 17]. Available from: http://hdl.handle.net/1765/10757.

Council of Science Editors:

Mol S. Crossing Borders with Personnel Selection: From Expatriates to Multicultural Teams. [Doctoral Dissertation]. Erasmus University Rotterdam; 2007. Available from: http://hdl.handle.net/1765/10757


Vilnius Pedagogical University

25. Aleksiūnaitė, Jovita. Personalo atranka socialiniu aspektu.

Degree: Master, Sociology, 2009, Vilnius Pedagogical University

Personalo atranka yra viena iš personalo valdymo sudedamųjų dalių, todėl pradžioje svarbu apibrėžti personalo valdymą tam, kad būtų aiškiau nagrinėti personalo atrankos svarbą bei etapus… (more)

Subjects/Keywords: Personalo atranka; Karjera; Kultūra; Religija; Personnel selection; Career; Culture; Religion

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APA (6th Edition):

Aleksiūnaitė, Jovita. (2009). Personalo atranka socialiniu aspektu. (Masters Thesis). Vilnius Pedagogical University. Retrieved from http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090629_115107-88559 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Chicago Manual of Style (16th Edition):

Aleksiūnaitė, Jovita. “Personalo atranka socialiniu aspektu.” 2009. Masters Thesis, Vilnius Pedagogical University. Accessed November 17, 2019. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090629_115107-88559 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

MLA Handbook (7th Edition):

Aleksiūnaitė, Jovita. “Personalo atranka socialiniu aspektu.” 2009. Web. 17 Nov 2019.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Vancouver:

Aleksiūnaitė, Jovita. Personalo atranka socialiniu aspektu. [Internet] [Masters thesis]. Vilnius Pedagogical University; 2009. [cited 2019 Nov 17]. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090629_115107-88559 ;.

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete

Council of Science Editors:

Aleksiūnaitė, Jovita. Personalo atranka socialiniu aspektu. [Masters Thesis]. Vilnius Pedagogical University; 2009. Available from: http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2009~D_20090629_115107-88559 ;

Note: this citation may be lacking information needed for this citation format:
Author name may be incomplete


Florida International University

26. Drew, Erica N. Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection.

Degree: Psychology, 2011, Florida International University

  A national sample of attorneys (N = 134) was surveyed to investigate how characteristics of a rejected applicant’s claim would affect subsequent claimant outcomes… (more)

Subjects/Keywords: personnel selection; adverse impact; employment discrimination; attorney decision making

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APA (6th Edition):

Drew, E. N. (2011). Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection. (Thesis). Florida International University. Retrieved from http://digitalcommons.fiu.edu/etd/428 ; 10.25148/etd.FI11072515 ; FI11072515

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Drew, Erica N. “Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection.” 2011. Thesis, Florida International University. Accessed November 17, 2019. http://digitalcommons.fiu.edu/etd/428 ; 10.25148/etd.FI11072515 ; FI11072515.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Drew, Erica N. “Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection.” 2011. Web. 17 Nov 2019.

Vancouver:

Drew EN. Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection. [Internet] [Thesis]. Florida International University; 2011. [cited 2019 Nov 17]. Available from: http://digitalcommons.fiu.edu/etd/428 ; 10.25148/etd.FI11072515 ; FI11072515.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Drew EN. Attorney Decision Making in an Employment Discrimination Dispute Involving Personnel Selection. [Thesis]. Florida International University; 2011. Available from: http://digitalcommons.fiu.edu/etd/428 ; 10.25148/etd.FI11072515 ; FI11072515

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Florida International University

27. Drew, Erica N. Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?.

Degree: PhD, Psychology, 2014, Florida International University

  The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe… (more)

Subjects/Keywords: safety performance; personnel selection; job performance; Industrial and Organizational Psychology

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APA (6th Edition):

Drew, E. N. (2014). Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?. (Doctoral Dissertation). Florida International University. Retrieved from http://digitalcommons.fiu.edu/etd/1231 ; 10.25148/etd.FI14040884 ; FI14040884

Chicago Manual of Style (16th Edition):

Drew, Erica N. “Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?.” 2014. Doctoral Dissertation, Florida International University. Accessed November 17, 2019. http://digitalcommons.fiu.edu/etd/1231 ; 10.25148/etd.FI14040884 ; FI14040884.

MLA Handbook (7th Edition):

Drew, Erica N. “Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?.” 2014. Web. 17 Nov 2019.

Vancouver:

Drew EN. Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?. [Internet] [Doctoral dissertation]. Florida International University; 2014. [cited 2019 Nov 17]. Available from: http://digitalcommons.fiu.edu/etd/1231 ; 10.25148/etd.FI14040884 ; FI14040884.

Council of Science Editors:

Drew EN. Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?. [Doctoral Dissertation]. Florida International University; 2014. Available from: http://digitalcommons.fiu.edu/etd/1231 ; 10.25148/etd.FI14040884 ; FI14040884


University of Kentucky

28. Balthrop, Kullen Charles. MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY.

Degree: 2018, University of Kentucky

 The identification of potential underreporting in employment evaluations is important to consider when examining a measure’s validity. This importance increases in personnel selection involving high-virtue… (more)

Subjects/Keywords: Construct Validity; Personnel Selection; Underreporting; Assessment; Test Validity; Psychology

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Balthrop, K. C. (2018). MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY. (Masters Thesis). University of Kentucky. Retrieved from https://uknowledge.uky.edu/psychology_etds/149

Chicago Manual of Style (16th Edition):

Balthrop, Kullen Charles. “MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY.” 2018. Masters Thesis, University of Kentucky. Accessed November 17, 2019. https://uknowledge.uky.edu/psychology_etds/149.

MLA Handbook (7th Edition):

Balthrop, Kullen Charles. “MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY.” 2018. Web. 17 Nov 2019.

Vancouver:

Balthrop KC. MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY. [Internet] [Masters thesis]. University of Kentucky; 2018. [cited 2019 Nov 17]. Available from: https://uknowledge.uky.edu/psychology_etds/149.

Council of Science Editors:

Balthrop KC. MMPI-2-RF UNDERREPORTING VALIDITY SCALES IN FIREFIGHTER APPLICANTS: A CROSS-VALIDATION STUDY. [Masters Thesis]. University of Kentucky; 2018. Available from: https://uknowledge.uky.edu/psychology_etds/149


Wayne State University

29. Early, Rebecca J. The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions.

Degree: PhD, Psychology, 2016, Wayne State University

  Profile matching refers to personnel selection based on candidate similarity to a pre-determined pattern. Although previous investigations support the use of personality data through… (more)

Subjects/Keywords: Business; Latent Profile Analysis; Personality; Personnel Selection; Profiling; Psychology

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Early, R. J. (2016). The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions. (Doctoral Dissertation). Wayne State University. Retrieved from https://digitalcommons.wayne.edu/oa_dissertations/1636

Chicago Manual of Style (16th Edition):

Early, Rebecca J. “The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions.” 2016. Doctoral Dissertation, Wayne State University. Accessed November 17, 2019. https://digitalcommons.wayne.edu/oa_dissertations/1636.

MLA Handbook (7th Edition):

Early, Rebecca J. “The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions.” 2016. Web. 17 Nov 2019.

Vancouver:

Early RJ. The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions. [Internet] [Doctoral dissertation]. Wayne State University; 2016. [cited 2019 Nov 17]. Available from: https://digitalcommons.wayne.edu/oa_dissertations/1636.

Council of Science Editors:

Early RJ. The Use Of Personality Profiling As A Means To Assess Person-Organizational Fit To Inform Personnel Decisions. [Doctoral Dissertation]. Wayne State University; 2016. Available from: https://digitalcommons.wayne.edu/oa_dissertations/1636


University of Minnesota

30. Walmsley, Philip T. Investigating the presence of nonlinear personality – job performance relationships.

Degree: PhD, 2013, University of Minnesota

 This research examines the form of the relationship between Big Five-oriented personality predictors and occupational performance throughout the predictor and criterion score ranges. Building on… (more)

Subjects/Keywords: Curvilinearity; Employment assessment; Job performance; Personality; Personnel selection

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Walmsley, P. T. (2013). Investigating the presence of nonlinear personality – job performance relationships. (Doctoral Dissertation). University of Minnesota. Retrieved from http://purl.umn.edu/159454

Chicago Manual of Style (16th Edition):

Walmsley, Philip T. “Investigating the presence of nonlinear personality – job performance relationships.” 2013. Doctoral Dissertation, University of Minnesota. Accessed November 17, 2019. http://purl.umn.edu/159454.

MLA Handbook (7th Edition):

Walmsley, Philip T. “Investigating the presence of nonlinear personality – job performance relationships.” 2013. Web. 17 Nov 2019.

Vancouver:

Walmsley PT. Investigating the presence of nonlinear personality – job performance relationships. [Internet] [Doctoral dissertation]. University of Minnesota; 2013. [cited 2019 Nov 17]. Available from: http://purl.umn.edu/159454.

Council of Science Editors:

Walmsley PT. Investigating the presence of nonlinear personality – job performance relationships. [Doctoral Dissertation]. University of Minnesota; 2013. Available from: http://purl.umn.edu/159454

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