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Artykuły w czasopismach na temat "PREDICTING JOB"
Akinnuli, B. O., S. A. Oluwadare i Adeyemi A. Aderoba. "A Computer-Aided System for Job-Shop Flow Time and Due–Date Prediction". Advanced Materials Research 367 (październik 2011): 639–45. http://dx.doi.org/10.4028/www.scientific.net/amr.367.639.
Pełny tekst źródłaAl-Sayeh, Hani, Stefan Hagedorn i Kai-Uwe Sattler. "A gray-box modeling methodology for runtime prediction of Apache Spark jobs". Distributed and Parallel Databases 38, nr 4 (10.03.2020): 819–39. http://dx.doi.org/10.1007/s10619-020-07286-y.
Pełny tekst źródłaHarris, 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, nr 1 (październik 1997): 574–78. http://dx.doi.org/10.1177/1071181397041001127.
Pełny tekst źródłaOrpen, Christopher. "Job Dependence as a Moderator of Effects of Job Threat on Employees' Job Insecurity and Performance". Psychological Reports 72, nr 2 (kwiecień 1993): 449–50. http://dx.doi.org/10.2466/pr0.1993.72.2.449.
Pełny tekst źródłaMitchell, Terence R., i Thomas W. Lee. "Some Reservations About a “Rational Choice” Model Predicting Employee Turnover". Industrial and Organizational Psychology 6, nr 2 (czerwiec 2013): 181–87. http://dx.doi.org/10.1111/iops.12030.
Pełny tekst źródłaCraiger, J. Philip, Michael D. Coovert i Mark S. Teachout. "Predicting Job Performance with a Fuzzy Rule-Based System". International Journal of Information Technology & Decision Making 02, nr 03 (wrzesień 2003): 425–44. http://dx.doi.org/10.1142/s0219622003000744.
Pełny tekst źródłaYener, Müjdelen, i Özgün Coşkun. "Using Job Resources and Job Demands in Predicting Burnout". Procedia - Social and Behavioral Sciences 99 (listopad 2013): 869–76. http://dx.doi.org/10.1016/j.sbspro.2013.10.559.
Pełny tekst źródłaSkelton, Angie R., Deborah Nattress i Rocky J. Dwyer. "Predicting manufacturing employee turnover intentions". Journal of Economics, Finance and Administrative Science 25, nr 49 (16.05.2019): 101–17. http://dx.doi.org/10.1108/jefas-07-2018-0069.
Pełny tekst źródłaHartmann, Peter, Lars Larsen i Helmuth Nyborg. "Personality as Predictor of Achievement". Journal of Individual Differences 30, nr 2 (styczeń 2009): 65–74. http://dx.doi.org/10.1027/1614-0001.30.2.65.
Pełny tekst źródłaKhalid Mohammed, Ayaz, Abdullahi Aliyu Danlami, Dindar I. Saeed, Abdulmalik Ahmad Lawan, Adamu Hussaini i Ramadhan Kh. Mohammed. "An Ensemble Machine Learning Approach for Classifying Job Positions". Academic Journal of Nawroz University 12, nr 3 (30.08.2023): 547–55. http://dx.doi.org/10.25007/ajnu.v12n3a1547.
Pełny tekst źródłaRozprawy doktorskie na temat "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.
Pełny tekst źródłaM.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.
Pełny tekst źródłaEtt 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.
Pełny tekst źródłaPersonlighetstest 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.
Pełny tekst źródłaAlexander, 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/.
Pełny tekst źródłaWeaver, 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.
Pełny tekst źródłaHyland, 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.
Pełny tekst źródłaThere 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.
Pełny tekst źródłaAn 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/.
Pełny tekst źródłaThissen-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.
Pełny tekst źródłaKsiążki na temat "PREDICTING JOB"
D, Johnson Cecil, red. The economic benefits of predicting job performance. New York: Praeger, 1991.
Znajdź pełny tekst źródłaBaehr, Melany E. Predicting success in higher-level positions: A guide to the System for testing and evaluation of potential. New York: Quorum, 1992.
Znajdź pełny tekst źródłaRee, 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.
Znajdź pełny tekst źródłaChoose a career that likes you: How to predict career success. Moraga, CA: Effective Learning Systems Press, 1993.
Znajdź pełny tekst źródłaTownsley, Jacqueline A. The predictive power of selection interview and biographical data on job performance criteria. [s.l: The Author], 1994.
Znajdź pełny tekst źródłaRuokanen, Tapani. Entä jos--: Suomi ja mahdolliset maailmat. Wyd. 2. Porvoo: W. Söderström, 1995.
Znajdź pełny tekst źródłaBentz, V. Jon. Explorations of scope and scale: The critical determinant of high-level executive effectiveness. Greensboro, N.C: Center for Creative Leadership, 1987.
Znajdź pełny tekst źródłaFirst hired, last fired: How to become irreplaceable in any job market. Abilene, Texas: Leafwood, 2013.
Znajdź pełny tekst źródłaOrganisation for economic co-operation and development. The OECD jobs study: Facts, analysis, strategies. Paris: OECD, 1994.
Znajdź pełny tekst źródłaHenwood, Nadya. Predicting job success in information technology. 1996.
Znajdź pełny tekst źródłaCzęści książek na temat "PREDICTING JOB"
Smith, Warren, Ian Foster i Valerie Taylor. "Predicting application run times using historical information". W Job Scheduling Strategies for Parallel Processing, 122–42. Berlin, Heidelberg: Springer Berlin Heidelberg, 1998. http://dx.doi.org/10.1007/bfb0053984.
Pełny tekst źródłaMouri, Ishrat Jahan, Biman Barua, M. Mesbahuddin Sarker, Alistair Barros i Md Whaiduzzaman. "Predicting Online Job Recruitment Fraudulent Using Machine Learning". W Lecture Notes in Electrical Engineering, 719–33. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-19-7753-4_55.
Pełny tekst źródłaYasin, Nurul Hafizah Mohd, Razli Che Razak, Fadhilahanim Aryani Abdullah, Nurhaiza Nordin, Nur Naddia Nordin i Mohd Safwan Ghazali. "Investigating the Role of Job Demands and Job Resources in Predicting Burnout Among Nursing Home Nurses". W Contributions to Management Science, 663–73. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-27296-7_60.
Pełny tekst źródłaGoffin, Richard D., Mitchell G. Rothstein i Norman G. Johnston. "Predicting Job Performance Using Personality Constructs: Are Personality Tests Created Equal?" W 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.
Pełny tekst źródłaKrasniqi, Valdrin, Yulita, Mohd Awang Idris i Maureen F. Dollard. "Psychosocial Safety Climate and Job Demands–Resources: A Multilevel Study Predicting Boredom". W Psychosocial Safety Climate, 129–48. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-20319-1_5.
Pełny tekst źródłaSaillant, Théo, Jean-Christophe Weill i Mathilde Mougeot. "Predicting Job Power Consumption Based on RJMS Submission Data in HPC Systems". W Lecture Notes in Computer Science, 63–82. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-50743-5_4.
Pełny tekst źródłaBekelaar, Jorg W. R., Jolanda J. Luime i Renata M. de Carvalho. "Predicting Patient Care Acuity: An LSTM Approach for Days-to-day Prediction". W 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.
Pełny tekst źródłaHong, Wei-Chiang, Ping-Feng Pai, Yu-Ying Huang i Shun-Lin Yang. "Application of Support Vector Machines in Predicting Employee Turnover Based on Job Performance". W Lecture Notes in Computer Science, 668–74. Berlin, Heidelberg: Springer Berlin Heidelberg, 2005. http://dx.doi.org/10.1007/11539087_85.
Pełny tekst źródłaKuhn, Max, i Kjell Johnson. "Case Study: Job Scheduling". W Applied Predictive Modeling, 445–60. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4614-6849-3_17.
Pełny tekst źródłaTherasa, C., R. Gayathri, C. Vijayabanu, S. Karthikeyan i V. Badrinath. "The incremental effect of demographic variables personality and positive psychological capital in predicting job satisfaction of bank employees". W Interdisciplinary Research in Technology and Management, 335–44. London: CRC Press, 2023. http://dx.doi.org/10.1201/9781003358589-44.
Pełny tekst źródłaStreszczenia konferencji na temat "PREDICTING JOB"
Zhou, Longfang, Xiaorong Zhang, Wenxiang Yang, Yongguo Han, Fang Wang, Yadong Wu i Jie Yu. "PREP: Predicting Job Runtime with Job Running Path on Supercomputers". W ICPP 2021: 50th International Conference on Parallel Processing. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3472456.3473521.
Pełny tekst źródłaZhou, Longfang, Xiaorong Zhang, Wenxiang Yang, Yongguo Han, Fang Wang, Yadong Wu i Jie Yu. "PREP: Predicting Job Runtime with Job Running Path on Supercomputers". W ICPP 2021: 50th International Conference on Parallel Processing. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3472456.3473521.
Pełny tekst źródłaTran, Hieu Trung, Hanh Hong Phuc Vo i Son T. Luu. "Predicting Job Titles from Job Descriptions with Multi-label Text Classification". W 2021 8th NAFOSTED Conference on Information and Computer Science (NICS). IEEE, 2021. http://dx.doi.org/10.1109/nics54270.2021.9701541.
Pełny tekst źródłaTeh, Pei-Lee, i Laosirihongthong Tritos. "Job involvement, job satisfaction, and organizational commitment: Predicting propensity to leave a job among skilled employee". W 2011 IEEE International Conference on Quality and Reliability (ICQR 2011). IEEE, 2011. http://dx.doi.org/10.1109/icqr.2011.6031670.
Pełny tekst źródłaGupta, Manish. "Predicting click through rate for job listings". W the 18th international conference. New York, New York, USA: ACM Press, 2009. http://dx.doi.org/10.1145/1526709.1526852.
Pełny tekst źródłaSinghal, Rekha, i Abhishek Verma. "Predicting Job Completion Time in Heterogeneous MapReduce Environments". W 2016 IEEE International Parallel and Distributed Processing Symposium Workshops (IPDPSW). IEEE, 2016. http://dx.doi.org/10.1109/ipdpsw.2016.10.
Pełny tekst źródłaRanasinghe, H. R. I. E., K. S. Ranasinghe i R. A. H. M. Rupasingha. "Ensemble Learning Approach for Predicting Job Satisfaction on Freelancing Jobs in Sri Lanka". W 2022 International Conference on Disruptive Technologies for Multi-Disciplinary Research and Applications (CENTCON). IEEE, 2022. http://dx.doi.org/10.1109/centcon56610.2022.10051528.
Pełny tekst źródłaDutta, Sananda, Airiddha Halder i Kousik Dasgupta. "Design of a novel Prediction Engine for predicting suitable salary for a job". W 2018 Fourth International Conference on Research in Computational Intelligence and Communication Networks (ICRCICN). IEEE, 2018. http://dx.doi.org/10.1109/icrcicn.2018.8718711.
Pełny tekst źródłaUllah, N., R. K. Acree, M. J. Gonzalez i M. L. Weems. "Predicting the limits of multiple processor performance using job profiles". W Eleventh Annual International Phoenix Conference on Computers and Communication [1992 Conference Proceedings]. IEEE, 1992. http://dx.doi.org/10.1109/pccc.1992.200535.
Pełny tekst źródłaChen, Xin, Charng-Da Lu i Karthik Pattabiraman. "Predicting job completion times using system logs in supercomputing clusters". W 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.
Pełny tekst źródłaRaporty organizacyjne na temat "PREDICTING JOB"
Zeidner, Joseph, i Cecil D. Johnson. The Economic Benefits of Predicting Job Performance. Fort Belvoir, VA: Defense Technical Information Center, wrzesień 1989. http://dx.doi.org/10.21236/ada216744.
Pełny tekst źródłaBakaç, Cafer, Jetmir Zyberaj i 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.
Pełny tekst źródłaBolton, Laura. The Economic Impact of COVID-19 in Colombia. Institute of Development Studies (IDS), luty 2021. http://dx.doi.org/10.19088/k4d.2021.073.
Pełny tekst źródłaBirur, Dileep, Thomas Hertel i Wally Tyner. Impact of Biofuel Production on World Agricultural Markets: A Computable General Equilibrium Analysis. GTAP Working Paper, kwiecień 2007. http://dx.doi.org/10.21642/gtap.wp53.
Pełny tekst źródłaFlórez, Luz Adriana, Didier Hermida i Leonardo Fabio Morales. The Heterogeneous Effect of Minimum Wage on Labor Market Flows in Colombia. Banco de la República Colombia, październik 2022. http://dx.doi.org/10.32468/be.1213.
Pełny tekst źródłaNarayanan, Badri, Thomas Hertel i Mark Horridge. Disaggregated Data and Trade Policy Analysis: The Value of Linking Partial and General Equilibrium Models. GTAP Working Paper, lipiec 2009. http://dx.doi.org/10.21642/gtap.wp56.
Pełny tekst źródłaFabio Morales, Leonardo, Eleonora Dávalos i 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, kwiecień 2023. http://dx.doi.org/10.32468/be.1228.
Pełny tekst źródłaSalter, R., Natàlia Garcia-Reyero, Alicia Ruvinsky, Maria Seale i Edward Perkins. Adverse outcome pathways for engineered systems. Engineer Research and Development Center (U.S.), lipiec 2023. http://dx.doi.org/10.21079/11681/47336.
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