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Assessment and Measurement
in Work and Organizational Psychology
(HPP8370; 4,0 ECTS) |
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Tere tulemast digi-õppe ajastusse! Digi-õppe ajalugu
Aastal 2000 valmis esimene digi-õppe loeng (digital teaching tool) CD-ROM plaadil. Kolme aasta pärast oli võimalik loobuda CD-ROM plaatidest ja viia digiõpe internetti. Esimene täispikk kursus valmis digi-õppena 2005.aastal. Loengud MP3-na lisati 2007.aastal.
Loomisest alates on digi-õppe leidnud laialdast rahvusvahelist huvi ja heakskiitu psühholoogia õpetamise meetodina
• ENOP aastakoosolek 1999 – European Network of Work and Organizational Psychology Professors´Annual Meeting
• EAWOP töögrupp 2003 – European Association of Work and Organizational Psychologists Task Force
• CISSE konverents 2006 - International Joint Conferences on Computer, Information, and Systems Sciences, and Engineering (CISSE 2006), International Conference on Engineering Education, Instructional Technology, Assessment, and E-learning (EIAE 06)
• Aalto Ülikool 2008-2010 – valmistati TTÜ Enesejuhtimise kursuse (HHP0020) soomekeelne digiõppe version
• Valencia Ülikool 2008 – digiõppe võimaluste tutvustamine
• Briti Psühholoogia Konverents 2011 – digiõppe võimaluste tutvustamine
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1. Lecture |
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Methodology of assessment • Foundations of psychological measurement: historical perspective, testing as a profession, testing standards and ethics. Assessment in WOP-P. Test design and construction: planning a test, preparing test items, assembling a test, oral, written and E-testing. Test administration, scoring, and items analysis. Classical measurement theory, reliability, validity, standardization, norms. Statistics: descriptive statistics, regression, inferential statistics, meta-analysis.
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2. Lecture |
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Methods of assessment • Research design concepts: variables, research setting, generalizability, control, random assignment and random selection, confounding. Research design: experiment, survey designs (questionnaires / psychometric tests, surveys, rating scales, checklists, self-monitoring, cognitive, psychosocial and physiological measurement), action research designs (incl. archival sources analysis, content analysis, action analysis, outcome/product/performance analysis, audio- and videotaping analysis, simulations), and instrument-assisted and computer-assisted techniques. Qualitative methods: focus groups, interviews, case studies, observational techniques (natural environment and analogue environment observation, participant and group observation). Organizational and individual methods: field study, representative sample, sample size, job description and job analysis, and personnel selection methods. Case study as research method. Evidence based research. Methods of measurement of treatment process and outcome, and dimensions of individual differences (e.g., ethnicity, age, gender, education, sexual orientation, economic status) as they relate to WOP assessment.
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3. Lecture |
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Cognitive abilities • Mechanical aptitude and spatial ability testing. Multi-aptitude test batteries. Information processing tests. The assessment of creativity. Individual and organizational level intervention methods.
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4. Lecture |
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Testing basic knowledge and skills. • Skills and competencies within organizations • Abilities of employees • Demand for skills • Basic skills and workforce development • Categories of Basic Employment/Work Skills • Performance asessment • WORKING Questionnaire • Essential Skills - Human Resources and Skills Development Canada • Euridice competences • Organization for Economic Cooperation and Development - Key Competencies • PISA Surveys
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5. Lecture |
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Measurement of Personality • Freud legacy • Need for exact measurement • Gordon Allport: Trait Theory of Personality • The Lexical Hypothesis • Universal and Culture-Specific Factors of Personality • Traits Questionnaires: Four levels of abstraction, from specific behaviors to trits • Functional job analysis and Task-based method • Selection modes: positive and negative • Performance Criteria • 16PF Questionnaire
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5.2. Lecture |
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Measurement of Personality • Primary tests of the Big Five • NEO-PI-R • BFI - Big Five Inventory • Big Five Domains • Big Five and Performance Prediction • Hogan Personality Inventory • Socioanalytic Theory • Personality and Patterns of Facebook Usage – Your One Click Personality • Common Bias in Responding • Problem of social desirability bias. Faking. • Justice and Fairness • Are personality measures valid predictors of job performance? • Problems with Personality Assessment
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6. Lecture |
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Measurement of Personality • Primary tests of the Big Five • NEO-PI-R • BFI - Big Five Inventory • Big Five Domains • Big Five and Performance Prediction • Hogan Personality Inventory • Socioanalytic Theory • Personality and Patterns of Facebook Usage – Your One Click Personality • Common Bias in Responding • Problem of social desirability bias. Faking. • Justice and Fairness • Are personality measures valid predictors of job performance? • Problems with Personality Assessment
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7. Lecture |
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Standartized testing. Meaning of Intelligence Testing. •
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9. Lecture |
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Assessing Job-Specific Knowledge and Skills Simulations Work Samples •
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10. Lecture |
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Assessing Occupational Stress and Wellbeing •
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11. Lecture |
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Assessment in WOP Occupational stress and well-being •
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