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Evaluating alternatives to the gener...

Barnett, Gregory Austin.

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Evaluating alternatives to the general linear model in applied personality assessment.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Evaluating alternatives to the general linear model in applied personality assessment./
Author:	Barnett, Gregory Austin.
Description:	245 p.
Notes:	Source: Dissertation Abstracts International, Volume: 64-11, Section: B, page: 5824.
Contained By:	Dissertation Abstracts International64-11B.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3114281
ISBN:	0496617745

Evaluating alternatives to the general linear model in applied personality assessment.
Barnett, Gregory Austin.

Evaluating alternatives to the general linear model in applied personality assessment. - 245 p.

Source: Dissertation Abstracts International, Volume: 64-11, Section: B, page: 5824.

Thesis (Ph.D.)--The University of Tulsa, 2004.

The study represents the first large scale investigation into whether or not alternatives to the General Linear Model (GLM) exist in personality-job performance relationships. Even though many experts have proposed models of non-linear personali

ISBN: 0496617745Subjects--Topical Terms:

520063
Psychology, Industrial.

Evaluating alternatives to the general linear model in applied personality assessment.
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100 1 $a Barnett, Gregory Austin. $3 1933468
245 1 0 $a Evaluating alternatives to the general linear model in applied personality assessment.
300 $a 245 p.
500 $a Source: Dissertation Abstracts International, Volume: 64-11, Section: B, page: 5824.
500 $a Director: Robert Tett.
502 $a Thesis (Ph.D.)--The University of Tulsa, 2004.
520 $a The study represents the first large scale investigation into whether or not alternatives to the General Linear Model (GLM) exist in personality-job performance relationships. Even though many experts have proposed models of non-linear personali
520 $a Five steps were undertaken to investigate potential non-linearity in personality-job performance relationships. First, SMEs were asked to make judgments about the shape of personality-job performance relationships that they believed were most pr
520 $a The study yielded a number of interesting findings regarding non-linearity in personality-based prediction. While SMEs believed that the inverted-U relationship was the non-linear relationship most likely to describe personality-performance rela
590 $a School code: 0236.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, Personality. $3 1017585
650 4 $a Psychology, Psychometrics. $3 1017742
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710 2 0 $a The University of Tulsa. $3 1020226
773 0 $t Dissertation Abstracts International $g 64-11B.
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790 $a 0236
791 $a Ph.D.
792 $a 2004
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