Stress and teaching: A contribution to the enquiry on the coping strategies of teachers in Italy

Riccardo Sartori, Cristina Maria Rappagliosi ABSTRACT: The paper presents the results of a study carried out with 254 teachers from North, Central and South Italy belonging to primary and secondary schools. In the last decade, the Italian school system has experienced a series of radical changes that have forced teachers to deeply modify their methods[…]

Validation study of a model for the assessment of potential in Italian Young Professionals working in medium-sized to large companies in different business sectors

Riccardo Sartori, Annalisa Rolandi ABSTRACT: The paper presents the results of a survey carried out on the potential profiles of 1,068 Italian Young Professionals coming out from Assessment Center and Development Center activities. A review carried out on a database of potential profiles made available by GSO, which has acknowledged the potential assessments conducted by[…]

Quality and quantity in the construction and validation of a psychological test for the assessment and selection of aspiring volunteer rescuers: the action-research in an Italian health association

Riccardo Sartori, Andrea Ceschi, Serena Cubico, Giuseppe Favretto ABSTRACT: The paper reports the results of the qualitative actions and the quantitative operations carried out in order to construct and validate a psychological test specifically developed for the assessment and selection of aspiring volunteer rescuers in an Italian health association. The qualitative actions consisted of 4[…]

Assessment and development centers: Judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations

Riccardo Sartori, Andrea Ceschi ABSTRACT: Assessment center and development center are two procedures that organizations can use in order to evaluate and train people. They make use of different methods and techniques, some (i.e. interviews) descending from the so called idiographic (or clinical) approach, and some (i.e. standardized instruments) descending from the so called nomothetic[…]

Psychological assessment in human resources management: characteristics, biases and solutions

Riccardo Sartori, Andrea Ceschi, Ksenia Dorofeeva, Massimo Bellotto ABSTRACT: Over the last five years, researchers in psychology and social sciences (Taleb, 2007; Mlodinow, 2008;Sartori and Ceschi, 2011, 2012; Sartori and Rolandi, 2012) have strongly stressed what classical studies by famous Tversky and Kahneman among the others found in the Sixties or Seventies (Tversky and Kahneman,[…]

Psychological assessment in human resources management

The term assessment refers to a set of operations carried out to deliver a judgment or make a decision. A situation of assessment arises, for example, when candidates are evaluated in a personnel selection, students are examined to test their learning or patients are visited to make a diagnosis of them.  In companies and firms, for example, an assessment center is a procedure that organizations can use to evaluate candidates, workers, and employees. It makes use of different methods and techniques, some (i.e. interviews) descending from the so-called idiographic (or clinical) approach, and some (i.e. standardized instruments) descending from the so-called nomothetic (or psychometric) approach. When the assessment center is carried out to train or develop people, it is called a development center.  Assessment operations require a series of technical measures (for example in the conduction of interviews and observation, as well as in the administration of standardized instruments). They are so well-known and studied in the literature that they make naive and improvised attempts to assess no longer justifiable.  Examples of researches involving those constructs are: “Big Five for work and organizations: FLORA (Role Related Personal Profile),[…]