The Experts below are selected from a list of 330867 Experts worldwide ranked by ideXlab platform
Rebecca Richardson - One of the best experts on this subject based on the ideXlab platform.
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library guides purdue workforce Development library resources
2013Co-Authors: Rebecca RichardsonAbstract:A guide to expand the personal libraries of Purdue faculty and staff by providing access to leading publications for the purpose of leadership and Organizational Development. Listing of resources relevent to the Purdue Workforce Development Library
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library guides purdue workforce Development library how to
2013Co-Authors: Rebecca RichardsonAbstract:A guide to expand the personal libraries of Purdue faculty and staff by providing access to leading publications for the purpose of leadership and Organizational Development. Overview of the Purdue Workforce Development Library
Frank Erwin - One of the best experts on this subject based on the ideXlab platform.
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generalizable biographical data validity can be achieved without multi Organizational Development and keying
Personnel Psychology, 1999Co-Authors: Kevin D Carlson, Hannah R. Rothstein, Frank L. Schmidt, Steven E Scullen, Frank ErwinAbstract:This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure-rate of promotional progress-that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross-validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p= .53, SDp= .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple-firm Development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
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generalizable biographical data validity can be achieved without and keying multi Organizational Development
1999Co-Authors: Kevin D Carlson, Hannah R. Rothstein, Frank L. Schmidt, Steven E Scullen, Frank ErwinAbstract:This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure-rate of promotional progress-that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross-validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p = .53, SO, = .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple-firm Development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
Gail Russell - One of the best experts on this subject based on the ideXlab platform.
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measuring staff nurse decisional involvement the decisional involvement scale
Journal of Nursing Administration, 2003Co-Authors: Kathleen B Scoble, Gail RussellAbstract:Key organizations and new legislation are promoting staff nurse involvement in decisions about nursing practice and patient care as a long-term strategy to improve the culture of the work environment. The authors discuss the Decisional Involvement Scale (DIS), a multipurpose measure that can be used as a diagnostic tool, an Organizational Development strategy, and an evaluative instrument. In addition, support to substantiate the DIS as a valid and reliable measure is summarized.
Kevin D Carlson - One of the best experts on this subject based on the ideXlab platform.
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generalizable biographical data validity can be achieved without multi Organizational Development and keying
Personnel Psychology, 1999Co-Authors: Kevin D Carlson, Hannah R. Rothstein, Frank L. Schmidt, Steven E Scullen, Frank ErwinAbstract:This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure-rate of promotional progress-that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross-validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p= .53, SDp= .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple-firm Development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
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generalizable biographical data validity can be achieved without and keying multi Organizational Development
1999Co-Authors: Kevin D Carlson, Hannah R. Rothstein, Frank L. Schmidt, Steven E Scullen, Frank ErwinAbstract:This research showed that the validity of a biodata instrument developed and keyed within a single organization can generalize to other organizations. It also examines a criterion measure-rate of promotional progress-that has not been used extensively in biodata research, but has several characteristics that make its use attractive. The validity of the biodata component of the Manager Profile Record (MPR), developed and keyed within a single organization, as a predictor of rate of managerial progress was cross-validated on a sample of 7,334 managers and staff professionals in 24 organizations. Results indicate the MPR was a valid predictor of rate of promotional progress across all organizations and that validity did not vary greatly across organizations (p = .53, SO, = .05). The MPR was also a valid predictor for both sexes, as well as for managers of all age groups, lengths of company service, and education levels. These findings demonstrate that multiple-firm Development and keying of a biodata instrument was not required for generalizable validity, and argue against the hypothesis of situational specificity. Suggestions for developing biodata instruments in single organizations that will generalize to other organizations include careful attention to the validity and reliability of criterion measures and developing validity at the item level.
Kathleen B Scoble - One of the best experts on this subject based on the ideXlab platform.
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measuring staff nurse decisional involvement the decisional involvement scale
Journal of Nursing Administration, 2003Co-Authors: Kathleen B Scoble, Gail RussellAbstract:Key organizations and new legislation are promoting staff nurse involvement in decisions about nursing practice and patient care as a long-term strategy to improve the culture of the work environment. The authors discuss the Decisional Involvement Scale (DIS), a multipurpose measure that can be used as a diagnostic tool, an Organizational Development strategy, and an evaluative instrument. In addition, support to substantiate the DIS as a valid and reliable measure is summarized.
