I recently received a reply to an old blog that I had on the OPRA blog. My response covers some of the
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.
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 article in 'Nature' highlighted the potential conflict of interest that may exist for psychologists who earn an income from public speaking on topics for which they are researching.
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.
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.
While the failure to replicate findings from the psychological literature has been a common critique of psychology in the recent press, one area of psychology which does appear to replicate is that of trait-based prediction, a finding that is especially relevant for I/O Psychology.
A new book has recently hit the market that I believe should be mandatory reading for most scientists in the field. The book is called - 'The Gendered Brain: The New Neuroscience That Shatters The Myth Of The Female Brain' - and the key premise of the book is that men and women’s brains are simply not that different.While the key issue discussed is certainly important, I believe there are far larger issues for the discipline that are highlighted in this book.
Executive coaching is increasingly popular for organisations aiming to get the best out of their managers and high performing talent. With the