Page 88 - Psychological Management of Individual Performance
P. 88

references                                                         67
                        REFERENCES
                        Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance:
                           A meta-analysis. Personnel Psychology, 44, 1–26.
                        Barrick, M. R., & Mount, M. K. (1993). Autonomy as a moderator of the relationships between
                           the Big Five personality dimensions and job performance. Journal of Applied Psychology, 78,
                           111–118.
                        Campbell, J. P., Gasser, M. B., & Oswald, F. L. (1996). The substantive nature of job perfor-
                           mance variability. In K. R. Murphy (Ed.), Individual differences and behavior in organizations
                           (pp. 258–299). San Francisco: Jossey-Bass.
                        Deller, J. (2000, May). debis Career Development Center—Pers¨ onlichkeitsskalen im Rahmen des
                           Entwicklungsprozesses zum Abteilungsleiter. Vortrag auf dem 3. Deutschen IIR Assessment
                           Center-Kongress, Offenbach/Germany.
                        Deller, J., & Schoop, U. (2000). Personalentwicklung als Business Partner: Das debis Career
                           Development Center als ein prozeßorientiertes Entwicklungsinstrument f¨ur Nachwuchs-
                           f¨uhrungskr¨afte. In M. Kleinmann & B. Strauß (Eds.), Potentialfeststellung und Personal-
                           entwicklung (2., ¨uberarb. und erw. Aufl., pp. 271–285). G¨ottingen: Verlag f¨ur Angewandte
                           Psychologie.
                        DuBois, C. L., Sackett, P. R., Zedeck, S., & Fogli, L. (1993). Further exploration of typical and
                           maximum performance criteria: Definitional issues, prediction, and White–Black differences.
                           Journal of Applied Psychology, 78, 205–211.
                        Gaugler, B. B., Rosenthal, D. B., Thornton, G. C., & Bentson, C. (1987). Meta-analysis of assess-
                           ment center validity. Journal of Applied Psychology, 72, 493–511.
                        Hossiep, R., Paschen, M., & M¨uhlhaus, O. (2000). Pers¨ onlichkeitstests im Personalmanagement.
                           G¨ottingen: Verlag f¨ur Angewandte Psychologie.
                        Ilgen, D. R., & Pulakos, E. D. (Eds.) (1999). The changing nature of performance: Implications
                           for staffing, motivation, and development. San Francisco: Jossey-Bass.
                        Kehoe, J. F. (Ed.) (2000). Managing selection in changing organization: Human resource
                           strategies. San Francisco: Jossey-Bass.
                        Motowidlo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in
                           task and contextual performance. Human Performance, 10, 71–83.
                        Mount, M. K., Witt, L. A., & Barrick, M. R. (2000). Incremental validity of empirically keyed
                           biodata scales over GMA and the Five Factor personality constructs. Personnel Psychology,
                           53, 299–323.
                        Paschen, M., & Hossiep, R. (1999). Psychologische Fragebogen als Bestandteil der AC-Methode.
                           In W. Jochmann (Ed.), Innovationen im Assessment-Center (pp. 129–155). Stuttgart: Sch¨affer-
                           Poeschel.
                        Robertson, I. T., & Kinder, A. (1993). Personality and job competences: The criterion-related va-
                           lidity of some personality variables. Journal of Occupational and Organizational Psychology,
                           66, 225–244.
                        Sackett, P. R., & Dreher, G. F. (1982). Constructs and assessment center dimensions: Some
                           troubling empirical findings. Journal of Applied Psychology, 67, 401–410.
                        Sackett, P. R., & Harris, M. M. (1988). A further examination of the constructs underlying assess-
                           ment center ratings. Journal of Business and Psychology, 3, 214–229.
                        Sackett, P. R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximum
                           job performance. Journal of Applied Psychology, 73, 482–486.
                        Salgado, J. F. (1997). The five factor model of personality and job performance in the European
                           Community. Journal of Applied Psychology, 82, 30–43.
                        Sarges,W.(1995).Interviews.InW.Sarges(Ed.),Management-Diagnostik(2.Aufl.,pp.475–489).
                           G¨ottingen: Hogrefe.
                        Sarges, W. (2000). Einleitende ¨ Uberlegungen. In R. Hossiep, M. Paschen, & O. M¨uhlhaus (Eds.),
                           Pers¨ onlichkeitstests im Personalmanagement (S. XV–XIX). G¨ottingen: Verlag f¨ur Angewandte
                           Psychologie.
                        Schmidt, F. L., & Hunter, J. E. (2000). Messbare Personmerkmale: Stabilit¨at, Variabilit¨at
                           und Validit¨at zur Vorhersage zuk¨unftiger Berufsleistung und berufsbezogenen Lernens.
   83   84   85   86   87   88   89   90   91   92   93