Organizational Factors And Individal Performance a Longitudinal Study
Organizational Factors And Individal Performance a Longitudinal Study
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In our eReader you can find the full English version of the book. Read Organizational Factors And Individal Performance a Longitudinal Study Online - link to read the book on full screen. Our eReader also allows you to upload and read Pdf, Txt, ePub and fb2 books. In the Mini eReder on the page below you can quickly view all pages of the book - Read Book Organizational Factors And Individal Performance a Longitudinal Study
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Because a ratio of one judge for every five respondents was maintained, the work of the great majority of respondents was judged two or more times. Although each judge worked individually, there was substantial agreement among them. These rankings by individual judges were then combined into an overall ranking of all the respondents within a laboratory using a computer program based on Ford's (1957) solution to this situation of incomplete comparison. The final output was a percentile rank for ...each respondent on contribution and usefulness. Details of this procedure may be found in Pelz and Andrews (1966, Appendix A).
I 7.
Adjustment of performance scores . Three factors extraneous to the areas of primary research interest were found when taken together to account for an average of 8 percent of the variance in the performance scores. They were: (1) highest degree earned, (2) time since receiving highest degree, and (3) time with laboratory. Following the procedures of the larger study (Pelz and Andrews, 1966, Appendix C), the perfor- mance scores were each adjusted to compensate for deviations from the grand mean of groups at various levels of these three predictor factors.
What to read after Organizational Factors And Individal Performance a Longitudinal Study?
You can find similar books in the "Read Also" column, or choose other free books by George F Farris to read onlineMoreLess
To quickly assess the difficulty of the text, read a short excerpt:
Because a ratio of one judge for every five respondents was maintained, the work of the great majority of respondents was judged two or more times. Although each judge worked individually, there was substantial agreement among them. These rankings by individual judges were then combined into an overall ranking of all the respondents within a laboratory using a computer program based on Ford's (1957) solution to this situation of incomplete comparison. The final output was a percentile rank for ...each respondent on contribution and usefulness. Details of this procedure may be found in Pelz and Andrews (1966, Appendix A).
I 7.
Adjustment of performance scores . Three factors extraneous to the areas of primary research interest were found when taken together to account for an average of 8 percent of the variance in the performance scores. They were: (1) highest degree earned, (2) time since receiving highest degree, and (3) time with laboratory. Following the procedures of the larger study (Pelz and Andrews, 1966, Appendix C), the perfor- mance scores were each adjusted to compensate for deviations from the grand mean of groups at various levels of these three predictor factors.
What to read after Organizational Factors And Individal Performance a Longitudinal Study?
You can find similar books in the "Read Also" column, or choose other free books by George F Farris to read onlineMoreLess
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