The push for greater diversity and Inclusion (D&I) in the workplace is one such problem and increasing D&I will require more than virtue signalling.
How can we create a safer work environment? We know personality preferences can predict a person’s job performance, but did you know research has shown that personality traits are a factor in creating a safer workplace?
In a recent panel discussion hosted by OPRA on Transitioning to a New Normal, Christian Frederiksenof global real estate services firm JLL stated “The purpose of the firm is many things, but certainly one of them is to achieve financial returns for our shareholders. Does wellbeing come into that? Is it something that we should [...]
Resilience in psychology is the positive capacity of people to cope with stress and adversity. COVID-19 presents as a major health, social, economic and personal challenge which will require us to demonstrate resilience at home and work. OPRA has pulled together some simple but effective strategies for you to use, share within your workforce or with your friends and family.
OPRA Psychology Group have won a Global Award, at the International Brandon Hall Awards, for their Future Skills Mapping Project designed in conjunction with Westpac Banking Corporation. OPRA, joins the likes of IBM, winning in the Category of Best Advance in Career Management and Planning Technology.
One of the dirty little secrets in the assessment business is the way that assessments are validated. There are no formal systematic approaches for the validation of tests that are easy for tests users, not versed in statistics, to follow.
A recent study published in PLoS ONE conducted a reanalysis of a meta-analysis on Positive Psychology Interventions (PPI’s). A meta-analysis is, in simple terms, a statistical means of combining data from a lot of studies, and is an analysis of analysis. The results of a meta-analysis are often more robust than single studies as they combine data from multiple sources.
I don’t the claims to measurement in our discipline are on shaky ground to put in politely. As such, I often think that we should be focussed more on the evaluation of usefulness rather than infinitesimally small gains in measurement accuracy.
The International Journal of Selection and Assessment recently included a feature article on the gamification of assessment. While the research methodology in the article was sound, I could not help but think that the article in many ways symbolised what is wrong with much of the assessment literature that emphasises psychometric properties as opposed to practical utility.
Many of us have experienced bosses whose behaviours we colloquially see as psychopathic, and this makes for attractive click-bait. The reality is however far more nuanced, and the research indicates once again that one swallow does not a summer make.