Zobrazeno 1 - 10
of 27
pro vyhledávání: '"Joseph G. Rosse"'
Autor:
Joseph G. Rosse, Michael H. Gendel, Robert M. House, Robert A. Levin, Amelia N. Dubovsky, Steven Dubovsky
Publikováno v:
Academic Psychiatry. 32:498-503
The authors aim to determine whether admission interviews predict performance in residency. The authors determined whether interview and other admission data were correlated with performance during postgraduate years 2–4 and with remaining in the r
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::c71349752631a1c6b2596fd6f0cd15c5
https://doi.org/10.1176/appi.ap.32.6.498
https://doi.org/10.1176/appi.ap.32.6.498
Autor:
Joseph G. Rosse, Mary D. Stecher
Publikováno v:
Journal of Management Education. 31:777-796
Management and organizational behavior students are often overwhelmed by the plethora of motivation theories they must master at the undergraduate level. This article o fers a teaching module geared toward helping students understand how two major pr
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::3546f4fcd21b6c19ca74b30cbf2a38e9
https://doi.org/10.1177/1052562906293504
https://doi.org/10.1177/1052562906293504
Autor:
Joseph G. Rosse, Michael H. Gendel, Robert A. Levin, Robert House, Amelia N. Dubovsky, Steven Dubovsky
Publikováno v:
Academic Psychiatry. 29:443-447
The authors assessed whether current methods of evaluating residency applicants and residents identify psychiatrists who later develop evidence of impairment. Residency admissions and performance data for all physicians who were enrolled in a psychia
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_dedup___::d40403ac73744cba74b5045d139aef09
https://doi.org/10.1176/appi.ap.29.5.443
https://doi.org/10.1176/appi.ap.29.5.443
Autor:
Joseph G. Rosse, Maureen L. Ambrose
Publikováno v:
Group & Organization Management. 28:502-526
Research in selection examines how organizational justice principles may influence applicants’ reactions to selection procedures. This article extends this research by examining how two aspects of procedures—interpersonal treatment and social com
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::afb605e9c3dcf1eac6f4d2e1843f7e8e
https://doi.org/10.1177/1059601103251234
https://doi.org/10.1177/1059601103251234
Autor:
Margaret D. Nowicki, Joseph G. Rosse
Publikováno v:
Journal of Business and Psychology. 17:157-170
It has been suggested that the state of practice in employee selection differs markedly from the state of research. We explored this issue in interviews with 166 line managers, who were asked to describe their own successes and failures in hiring, as
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::882fc32b0b50cde046b0ce4a6128c464
https://doi.org/10.1023/a:1019641413928
https://doi.org/10.1023/a:1019641413928
Publikováno v:
Journal of Applied Psychology. 83:634-644
Response distortion (RD), or faking, among job applicants completing personality inventories has been a concern for selection specialists. In a field study using the NEO Personality Inventory, Revised, the authors show that RD is significantly greate
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::787b20eb5ec330388fe9f32790c52bfc
https://doi.org/10.1037/0021-9010.83.4.634
https://doi.org/10.1037/0021-9010.83.4.634
Autor:
Joseph G. Rosse, James W. Westerman
Publikováno v:
Group & Organization Management. 22:288-309
An advantage of 360-degree feedback systems is the removal of idiosyncratic single-source bias inherent in traditional top-down performance appraisal systems. Three-hundred-and-sixty-degree feedback systems assume the existence of representative part
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::59020feb15081de026b24525eddcaa97
https://doi.org/10.1177/1059601197222008
https://doi.org/10.1177/1059601197222008
Publikováno v:
Journal of Business and Psychology. 10:477-485
Numerous studies have shown that job applicants may react negatively to drug, integrity, and personality testing and that these negative reactions can affect their attitudes and job search behavior. However, it is not clear if these negative reaction
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::c29e1ac7a3f58cb4df93a2f763605c2e
https://doi.org/10.1007/bf02251782
https://doi.org/10.1007/bf02251782
Personality and drug testing: An exploration of the perceived fairness of alternatives to urinalysis
Publikováno v:
Journal of Business and Psychology. 10:459-475
Paper-and-pencil inventories have been suggested as a less invasive alternative to urinalysis drug testing. Using 702 students in three experiments, an overt integrity test, a personality inventory, an interest inventory and a no-testing control cond
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::95993e480950fce38ed1e6994d666c16
https://doi.org/10.1007/bf02251781
https://doi.org/10.1007/bf02251781
Publikováno v:
The Journal of High Technology Management Research. 7:15-34
This paper presents a typology of high-technology firms based on growth stage and production technology. It identifies four major types of high-technology firms: the embryonic, startup, growth, and mature multiline firm. Utilizing the del technique a
Externí odkaz:
https://explore.openaire.eu/search/publication?articleId=doi_________::794f57f04677b745666feb21a9c43224
https://doi.org/10.1016/s1047-8310(96)90012-7
https://doi.org/10.1016/s1047-8310(96)90012-7