Littérature scientifique sur le sujet « PREDICTING JOB »
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Articles de revues sur le sujet "PREDICTING JOB"
Akinnuli, B. O., S. A. Oluwadare et Adeyemi A. Aderoba. « A Computer-Aided System for Job-Shop Flow Time and Due–Date Prediction ». Advanced Materials Research 367 (octobre 2011) : 639–45. http://dx.doi.org/10.4028/www.scientific.net/amr.367.639.
Texte intégralAl-Sayeh, Hani, Stefan Hagedorn et Kai-Uwe Sattler. « A gray-box modeling methodology for runtime prediction of Apache Spark jobs ». Distributed and Parallel Databases 38, no 4 (10 mars 2020) : 819–39. http://dx.doi.org/10.1007/s10619-020-07286-y.
Texte intégralHarris, Douglas H. « Prediction of Inspection Performance with a Dynamic, Computer-Based, Multi-Aptitude Test ». Proceedings of the Human Factors and Ergonomics Society Annual Meeting 41, no 1 (octobre 1997) : 574–78. http://dx.doi.org/10.1177/1071181397041001127.
Texte intégralOrpen, Christopher. « Job Dependence as a Moderator of Effects of Job Threat on Employees' Job Insecurity and Performance ». Psychological Reports 72, no 2 (avril 1993) : 449–50. http://dx.doi.org/10.2466/pr0.1993.72.2.449.
Texte intégralMitchell, Terence R., et Thomas W. Lee. « Some Reservations About a “Rational Choice” Model Predicting Employee Turnover ». Industrial and Organizational Psychology 6, no 2 (juin 2013) : 181–87. http://dx.doi.org/10.1111/iops.12030.
Texte intégralCraiger, J. Philip, Michael D. Coovert et Mark S. Teachout. « Predicting Job Performance with a Fuzzy Rule-Based System ». International Journal of Information Technology & ; Decision Making 02, no 03 (septembre 2003) : 425–44. http://dx.doi.org/10.1142/s0219622003000744.
Texte intégralYener, Müjdelen, et Özgün Coşkun. « Using Job Resources and Job Demands in Predicting Burnout ». Procedia - Social and Behavioral Sciences 99 (novembre 2013) : 869–76. http://dx.doi.org/10.1016/j.sbspro.2013.10.559.
Texte intégralSkelton, Angie R., Deborah Nattress et Rocky J. Dwyer. « Predicting manufacturing employee turnover intentions ». Journal of Economics, Finance and Administrative Science 25, no 49 (16 mai 2019) : 101–17. http://dx.doi.org/10.1108/jefas-07-2018-0069.
Texte intégralHartmann, Peter, Lars Larsen et Helmuth Nyborg. « Personality as Predictor of Achievement ». Journal of Individual Differences 30, no 2 (janvier 2009) : 65–74. http://dx.doi.org/10.1027/1614-0001.30.2.65.
Texte intégralKhalid Mohammed, Ayaz, Abdullahi Aliyu Danlami, Dindar I. Saeed, Abdulmalik Ahmad Lawan, Adamu Hussaini et Ramadhan Kh. Mohammed. « An Ensemble Machine Learning Approach for Classifying Job Positions ». Academic Journal of Nawroz University 12, no 3 (30 août 2023) : 547–55. http://dx.doi.org/10.25007/ajnu.v12n3a1547.
Texte intégralThèses sur le sujet "PREDICTING JOB"
Weaver, Sallie. « CHARACTERISTICS FOR SUCCESS : PREDICTING INTERVENTION EFFECTIVENESS WITH THE JOB CHARACTERISTICS MODEL ». Master's thesis, University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2697.
Texte intégralM.S.
Department of Psychology
Sciences
Industrial Org Psychology MS
Al, Cicek. « En psykometrisk utvärdering av det arbetspsykologiska testet Predicting Job Performance ». Thesis, Stockholm University, Department of Psychology, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-1120.
Texte intégralEtt psykologiskt test används främst inom utbildningssammanhang och kliniska sammanhang, men även inom rekrytering, urval och organisationsutveckling. Det finns idag ett flertal personlighets- och begåvningstest som mäter olika aspekter som kan vara relevanta för en organisation. Predicting Job Performance, PJP, som har sin utgångspunkt i femfaktormodellen, är utvecklat av Psykologiförlaget AB och består av två delar som mäter olika dimensioner av personlighet och begåvning. I denna studie har psykometriska beräkningar utförts för att utvärdera instrumentets reliabilitet samt validitet, främst genom test-retest-metoden. Undersökningsdeltagare var 49 psykologistudenter vid Stockholms Universitet. Majoriteten av skalorna var starkt positivt korrelerade med varandra och uppvisade en tillfredsställande reliabilitet. Resultatet av test-retest-undersökningen visade att de båda delarna av PJP hade tillförlitlig reliabilitet gällande precision och stabilitet över tid. Korrelation mellan personlighetsdelen och kapacitetsdelen undersöktes och visade på god divergent validitet mellan de två deltesterna. Även inlärningsförmågan på den tillhörande kapacitetsdelen undersöktes och visade signifikant inlärning mellan testtillfällena. PJP uppvisar sammantaget på goda psykometriska egenskaper.
Al, Cicek. « En turkisk version av det arbetspsykologiska testet Predicting Job Performance ». Thesis, Stockholm University, Department of Psychology, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-6937.
Texte intégralPersonlighetstest avser att mäta olika personlighetsdrag, olika egenskaper som formar individens personlighet. Personlighetstestet Predicting Job Performance, PJP, bygger på den så kallade ”femfaktormodellen” inom personlighetspsykologin och på studier av hur generell problemlösnings-förmåga påverkar arbetsprestation. PJP är ett arbetspsykologiskt instrument för användning i urval av arbetssökande. I föreliggande studie har personlighets-delen i PJP översatts till turkiska med syftet att utforska en turkisk version av instrumentets reliabilitet samt begrepps-validitet. Undersökningsdeltagare var 71 turkisktalande personer bosatta i Sverige och 10 turkisktalande personer bosatta i Istanbul. Resultaten har jämförts med tre andra länder, Sverige, Norge och Finland. Resultatet visar att den turkiska versionen har tillfredsställande inre konsistens (Cronbach alpha) men att de antagna oberoende skalorna är högt korrelerade med varandra. En faktoranalys visar att den antagna faktorstrukturen inte går att replikera i denna studies urval. Den turkiska versionen av instrumentet bör utvärderas ytterligare för att kunna användas vid urvalssammanhang.
Alexander, Sandra G. Marshall Linda L. « Predicting long term job performance using a cognitive ability test ». [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-4010.
Texte intégralAlexander, Sandra G. « Predicting long term job performance using a cognitive ability test ». Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc4010/.
Texte intégralWeaver, Sallie J. « Characteristics for success predicting intervention effectiveness with the job characteristics model / ». Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002040.
Texte intégralHyland, Shelley S. « Predicting job performance in correctional officers with pre-employment psychological screening ». Thesis, State University of New York at Albany, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3701053.
Texte intégralThere is substantial cost in the hiring and training of a correctional officer, with a high rate of turnover compounding these costs. While pre-employment psychological screening is suggested as one method to prevent these losses, mandates to screen are not as common in corrections as they are in law enforcement. Further, minimal research has examined the validity of psychological testing in correctional officers. This dissertation examined pre-employment psychological screening for 421 correctional officers hired by one of three upstate New York sheriff's departments. Assessments were conducted by Public Safety Psychology, PLLC from March, 1997 to June, 2012. T scores and risk estimates from the California Psychological Inventory (CPI) and Personality Assessment Inventory (PAI), DQ admission and problem points from the Personal History Questionnaire (PHQ) and Psychological History Questionnaire (PsyQ) and the psychologist's recommendation were used as predictors of supervisor rating and job status. Utilizing logistic regression and controlling for agency of hire, high ratings by the psychologist, high scores on PAR-H and low scores on BOR-S from the PAI were associated with satisfactory supervisor ratings. Multinomial logistic regression revealed that being non-White, having a lower rating by the psychologist, higher To and Ai scores and lower So scores from the CPI, and more General problem points on the PsyQ were predictive of officers who were fired compared to being currently employed. Furthermore, previous law enforcement experience, being younger, lower Gi, So and Wo scores on the CPI, higher To and Sc scores on the CPI, and lower probability of substance abuse issues as based on the PAI and PHQ were predictive of officers quitting rather than staying on the job. Limitations and future directions are discussed.
Jefferson, Rachara. « Intrinsic and Extrinsic Job Motivators Predicting Likelihood of Employee Intent to Leave ». Thesis, Walden University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10932923.
Texte intégralAn employee’s intent to leave an organization is the most common predictor of employee turnover. Employee turnover can cost an organization 150% to 250% of a worker’s annual compensation to replace and train an employee. Understanding employee intent to leave is vital for federal agency leaders to help reduce turnover. Grounded in Herzberg’s 2-factor model, the purpose of this correlational study was to examine the likelihood of employee perceptions regarding work experience, leadership practices, and supervisor relationships with employees predicting employee intent to leave. Archival data were analyzed for 297 employees who completed the 2015 Federal Employee Viewpoint Survey. The results of the binary logistic regression analysis indicated the full model, containing the 3 predictor variables (employee perceptions regarding work experience, leadership practices, and supervisor relationships with employees), was useful in distinguishing between respondents who reported and did not report they intended to take another job outside the federal government within the next year, with X2 (3, N = 297) = 111.27 and p < .001. Two of the predictor variables--employee perceptions of work experience and leadership practices--made a statistically significant contribution to the model. Employee perceptions of supervisor relationships with employees were not significant. The implications of this study for positive social change include the opportunity for human resources professionals and organizational leaders to gain an understanding of employee intent to leave, its impact on the workplace, and the potential to contribute to higher employment levels.
Roberts, Heather Elise. « The role of self-leadership and employment characteristics in predicting job satisfaction and performance ». Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-09192009-040538/.
Texte intégralThissen-Roe, Anne. « Adaptive selection of personality items to inform a neural network predicting job performance / ». Thesis, Connect to this title online ; UW restricted, 2005. http://hdl.handle.net/1773/9138.
Texte intégralLivres sur le sujet "PREDICTING JOB"
D, Johnson Cecil, dir. The economic benefits of predicting job performance. New York : Praeger, 1991.
Trouver le texte intégralBaehr, Melany E. Predicting success in higher-level positions : A guide to the System for testing and evaluation of potential. New York : Quorum, 1992.
Trouver le texte intégralRee, Malcolm James. Relationships of general ability, specific ability, and job category for predicting training performance. Brooks Air Force Base, Tex : Air Force Human Resources Laboratory, Air Force Systems Command, 1990.
Trouver le texte intégralChoose a career that likes you : How to predict career success. Moraga, CA : Effective Learning Systems Press, 1993.
Trouver le texte intégralTownsley, Jacqueline A. The predictive power of selection interview and biographical data on job performance criteria. [s.l : The Author], 1994.
Trouver le texte intégralRuokanen, Tapani. Entä jos-- : Suomi ja mahdolliset maailmat. 2e éd. Porvoo : W. Söderström, 1995.
Trouver le texte intégralBentz, V. Jon. Explorations of scope and scale : The critical determinant of high-level executive effectiveness. Greensboro, N.C : Center for Creative Leadership, 1987.
Trouver le texte intégralFirst hired, last fired : How to become irreplaceable in any job market. Abilene, Texas : Leafwood, 2013.
Trouver le texte intégralOrganisation for economic co-operation and development. The OECD jobs study : Facts, analysis, strategies. Paris : OECD, 1994.
Trouver le texte intégralHenwood, Nadya. Predicting job success in information technology. 1996.
Trouver le texte intégralChapitres de livres sur le sujet "PREDICTING JOB"
Smith, Warren, Ian Foster et Valerie Taylor. « Predicting application run times using historical information ». Dans Job Scheduling Strategies for Parallel Processing, 122–42. Berlin, Heidelberg : Springer Berlin Heidelberg, 1998. http://dx.doi.org/10.1007/bfb0053984.
Texte intégralMouri, Ishrat Jahan, Biman Barua, M. Mesbahuddin Sarker, Alistair Barros et Md Whaiduzzaman. « Predicting Online Job Recruitment Fraudulent Using Machine Learning ». Dans Lecture Notes in Electrical Engineering, 719–33. Singapore : Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-7753-4_55.
Texte intégralYasin, Nurul Hafizah Mohd, Razli Che Razak, Fadhilahanim Aryani Abdullah, Nurhaiza Nordin, Nur Naddia Nordin et Mohd Safwan Ghazali. « Investigating the Role of Job Demands and Job Resources in Predicting Burnout Among Nursing Home Nurses ». Dans Contributions to Management Science, 663–73. Cham : Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-27296-7_60.
Texte intégralGoffin, Richard D., Mitchell G. Rothstein et Norman G. Johnston. « Predicting Job Performance Using Personality Constructs : Are Personality Tests Created Equal ? » Dans Problems and Solutions in Human Assessment, 249–64. Boston, MA : Springer US, 2000. http://dx.doi.org/10.1007/978-1-4615-4397-8_11.
Texte intégralKrasniqi, Valdrin, Yulita, Mohd Awang Idris et Maureen F. Dollard. « Psychosocial Safety Climate and Job Demands–Resources : A Multilevel Study Predicting Boredom ». Dans Psychosocial Safety Climate, 129–48. Cham : Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20319-1_5.
Texte intégralSaillant, Théo, Jean-Christophe Weill et Mathilde Mougeot. « Predicting Job Power Consumption Based on RJMS Submission Data in HPC Systems ». Dans Lecture Notes in Computer Science, 63–82. Cham : Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50743-5_4.
Texte intégralBekelaar, Jorg W. R., Jolanda J. Luime et Renata M. de Carvalho. « Predicting Patient Care Acuity : An LSTM Approach for Days-to-day Prediction ». Dans Lecture Notes in Business Information Processing, 378–90. Cham : Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-27815-0_28.
Texte intégralHong, Wei-Chiang, Ping-Feng Pai, Yu-Ying Huang et Shun-Lin Yang. « Application of Support Vector Machines in Predicting Employee Turnover Based on Job Performance ». Dans Lecture Notes in Computer Science, 668–74. Berlin, Heidelberg : Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11539087_85.
Texte intégralKuhn, Max, et Kjell Johnson. « Case Study : Job Scheduling ». Dans Applied Predictive Modeling, 445–60. New York, NY : Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-6849-3_17.
Texte intégralTherasa, C., R. Gayathri, C. Vijayabanu, S. Karthikeyan et V. Badrinath. « The incremental effect of demographic variables personality and positive psychological capital in predicting job satisfaction of bank employees ». Dans Interdisciplinary Research in Technology and Management, 335–44. London : CRC Press, 2023. http://dx.doi.org/10.1201/9781003358589-44.
Texte intégralActes de conférences sur le sujet "PREDICTING JOB"
Zhou, Longfang, Xiaorong Zhang, Wenxiang Yang, Yongguo Han, Fang Wang, Yadong Wu et Jie Yu. « PREP : Predicting Job Runtime with Job Running Path on Supercomputers ». Dans ICPP 2021 : 50th International Conference on Parallel Processing. New York, NY, USA : ACM, 2021. http://dx.doi.org/10.1145/3472456.3473521.
Texte intégralZhou, Longfang, Xiaorong Zhang, Wenxiang Yang, Yongguo Han, Fang Wang, Yadong Wu et Jie Yu. « PREP : Predicting Job Runtime with Job Running Path on Supercomputers ». Dans ICPP 2021 : 50th International Conference on Parallel Processing. New York, NY, USA : ACM, 2021. http://dx.doi.org/10.1145/3472456.3473521.
Texte intégralTran, Hieu Trung, Hanh Hong Phuc Vo et Son T. Luu. « Predicting Job Titles from Job Descriptions with Multi-label Text Classification ». Dans 2021 8th NAFOSTED Conference on Information and Computer Science (NICS). IEEE, 2021. http://dx.doi.org/10.1109/nics54270.2021.9701541.
Texte intégralTeh, Pei-Lee, et Laosirihongthong Tritos. « Job involvement, job satisfaction, and organizational commitment : Predicting propensity to leave a job among skilled employee ». Dans 2011 IEEE International Conference on Quality and Reliability (ICQR 2011). IEEE, 2011. http://dx.doi.org/10.1109/icqr.2011.6031670.
Texte intégralGupta, Manish. « Predicting click through rate for job listings ». Dans the 18th international conference. New York, New York, USA : ACM Press, 2009. http://dx.doi.org/10.1145/1526709.1526852.
Texte intégralSinghal, Rekha, et Abhishek Verma. « Predicting Job Completion Time in Heterogeneous MapReduce Environments ». Dans 2016 IEEE International Parallel and Distributed Processing Symposium Workshops (IPDPSW). IEEE, 2016. http://dx.doi.org/10.1109/ipdpsw.2016.10.
Texte intégralRanasinghe, H. R. I. E., K. S. Ranasinghe et R. A. H. M. Rupasingha. « Ensemble Learning Approach for Predicting Job Satisfaction on Freelancing Jobs in Sri Lanka ». Dans 2022 International Conference on Disruptive Technologies for Multi-Disciplinary Research and Applications (CENTCON). IEEE, 2022. http://dx.doi.org/10.1109/centcon56610.2022.10051528.
Texte intégralDutta, Sananda, Airiddha Halder et Kousik Dasgupta. « Design of a novel Prediction Engine for predicting suitable salary for a job ». Dans 2018 Fourth International Conference on Research in Computational Intelligence and Communication Networks (ICRCICN). IEEE, 2018. http://dx.doi.org/10.1109/icrcicn.2018.8718711.
Texte intégralUllah, N., R. K. Acree, M. J. Gonzalez et M. L. Weems. « Predicting the limits of multiple processor performance using job profiles ». Dans Eleventh Annual International Phoenix Conference on Computers and Communication [1992 Conference Proceedings]. IEEE, 1992. http://dx.doi.org/10.1109/pccc.1992.200535.
Texte intégralChen, Xin, Charng-Da Lu et Karthik Pattabiraman. « Predicting job completion times using system logs in supercomputing clusters ». Dans 2013 43rd Annual IEEE/IFIP Conference on Dependable Systems and Networks Workshop (DSN-W). IEEE, 2013. http://dx.doi.org/10.1109/dsnw.2013.6615513.
Texte intégralRapports d'organisations sur le sujet "PREDICTING JOB"
Zeidner, Joseph, et Cecil D. Johnson. The Economic Benefits of Predicting Job Performance. Fort Belvoir, VA : Defense Technical Information Center, septembre 1989. http://dx.doi.org/10.21236/ada216744.
Texte intégralBakaç, Cafer, Jetmir Zyberaj et James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.
Texte intégralBolton, Laura. The Economic Impact of COVID-19 in Colombia. Institute of Development Studies (IDS), février 2021. http://dx.doi.org/10.19088/k4d.2021.073.
Texte intégralBirur, Dileep, Thomas Hertel et Wally Tyner. Impact of Biofuel Production on World Agricultural Markets : A Computable General Equilibrium Analysis. GTAP Working Paper, avril 2007. http://dx.doi.org/10.21642/gtap.wp53.
Texte intégralFlórez, Luz Adriana, Didier Hermida et Leonardo Fabio Morales. The Heterogeneous Effect of Minimum Wage on Labor Market Flows in Colombia. Banco de la República Colombia, octobre 2022. http://dx.doi.org/10.32468/be.1213.
Texte intégralNarayanan, Badri, Thomas Hertel et Mark Horridge. Disaggregated Data and Trade Policy Analysis : The Value of Linking Partial and General Equilibrium Models. GTAP Working Paper, juillet 2009. http://dx.doi.org/10.21642/gtap.wp56.
Texte intégralFabio Morales, Leonardo, Eleonora Dávalos et Raquel Zapata. Estimating Vacancy Stocks from Aggregated Data on Hires : A Methodology to Study Frictions in the Labor Market. Banco de la República de Colombia, avril 2023. http://dx.doi.org/10.32468/be.1228.
Texte intégralSalter, R., Natàlia Garcia-Reyero, Alicia Ruvinsky, Maria Seale et Edward Perkins. Adverse outcome pathways for engineered systems. Engineer Research and Development Center (U.S.), juillet 2023. http://dx.doi.org/10.21079/11681/47336.
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