Selection utility at the organizational level measures of performance.
| dc.advisor | George B. Yancey | en_US |
| dc.college | the teachers college | en_US |
| dc.contributor.author | Drogan, Oksana. | |
| dc.date.accessioned | 2012-05-24T16:57:24Z | |
| dc.date.available | 2012-05-24T16:57:24Z | |
| dc.date.created | 2002 | en_US |
| dc.date.issued | 2012-05-24 | |
| dc.department | psychology | en_US |
| dc.description | vi, 58 leaves | en_US |
| dc.description.abstract | Numerous studies have established the positive impact of using advanced selection methods on individual performance in organizations. The purpose of this study was to investigate whether such selection practices have an effect on organizational performance. It was hypothesized that organizations engaging in more of the advanced selection methods or doing so for longer periods of time will exhibit significantly better e~gs, productivity, and market share growth. Data on 122 credit unions were used to test the research hypotheses. Overall, there were no significant relationships between engaging in advanced selection practices and organizational outcomes. Limitations of the study and future research directions are discussed. | en_US |
| dc.identifier.uri | http://hdl.handle.net/123456789/1084 | |
| dc.language.iso | en_US | en_US |
| dc.subject | Performance-Case studies. | en_US |
| dc.title | Selection utility at the organizational level measures of performance. | en_US |
| dc.type | Thesis | en_US |