2015 turns out to be a banner year for Big Data. You won’t be able to turn a corner without running into someone talking about Big Data, and I’ll be making an effort to attend most of them. Social media, gamification, mobile devices, and Mechanical Turk all make appearances too.
In general, coverage of technology has expanded dramatically this year. I attribute this primarily to the creation of a new “technology” category on the SIOP program, right up there aside selection, training, teamwork and other traditional I/O areas. It’s a great time to be an I/O!
This post contains a list of all the sessions that I interested in attending, which this year are generally focused on Big Data, mobile, gamification, and technology-enhanced assessment, with a few IGNITE sessions thrown in. If you haven’t attended an IGNITE before, give it a try – it’s an experimental, more-exciting-than-most-presentations sort of format. Barring any unexpected battery problems, my live blogging will be on Twitter, with a permanent record stored here. This year’s conference is in historic Philadelphia, which to be honest is a welcome change from last year’s logistically challenging Honolulu. I’m sure I’ll be changing my tune about that after a few Hawaii-less years though!
Conference events are generally from 7:30AM to 4:30PM Eastern time, so tune in to Twitter for the live coverage.
In the graphic below, the events that I am part of are colored red, and events I am planning to attend are marked with a purple bar. Things can change last minute though. If you contrast this with last year’s schedule, and even more so from the year prior, you’ll note the dramatic increase in tech-related events. If you’d like to meet up at any of them, or if you think I missed something that I should definitely attend, please let me know!
If you teach college classes like I do, around this time of year you begin to get an astonishing number of emails of the “Can I pass?” and “What do I need to get some arbitrary grade I’ve decided is a worthwhile goal?” variety. Although I’m happy to help these students feel better about their potential to succeed over the rest of the semester (or help them understand that they have waited way too long to start worrying about it now), it takes several minutes per student to run the calculations.
This semester, I realized that simply writing the code so that students could run these calculations themselves in Blackboard would take only about as much time as answering four or five such emails. So that’s what I did.
For this tool to be valuable, you will need a grading system based upon points. If you have designed your course so that everything is graded on a 100% scale and weighted by importance, this code (as written) won’t help.
Update: Code confirmed to work in both D2L and Moodle!
To use this code yourself:
- Create a new Item in Blackboard wherever you want the Predictor to appear. Name it something meaningful (like “Grade Predictor”).
- Click on the HTML button in the item editor to pull up the raw code behind the item post. If you don’t see the HTML button, you might need to click the chevron button at the top right to display the advanced item editing tools (both circled in red below).
- A window will pop up. Copy/paste the code found by clicking this link into that window.
- Before you close that window, update the point total associated with “maxpoints” with the total number of points available in your course. In the example below, there are 1000 total points in the course. Change this number to whatever you want, but importantly, DO NOT CHANGE ANYTHING ELSE. Be very careful not to remove the semicolon; bad things will happen if you do.
- Click Update and then Submit to save your new Item. If all went well, you will see the predictor as a new entry in Blackboard. Try it out!
- To ensure that students have enough information about their grades to use the tool, I recommend you have a Current Point Total column and a Current Percentage Grade column in Blackboard. This is easiest to manage if you use two Calculated Columns to maintain current grade estimates. Alternatively, you could force students to calculate their point totals and percentages on their own, but that’s just mean!
The Society for Industrial and Organizational Psychology is the primary organizational affiliation for industrial/organizational psychologists, and its annual conference has a substantial impact each year on the thinking and networking of the field. So have you ever wondered who the most prolific presenters are each year?
Well I did. And not just because I thought I’d be on it! That’s very cynical of you! (Wait, was that out loud?)
This year, 2724 different people appear on the SIOP program. It’s huge! Who are the biggest influencers? The Top 20 appear below (because who can resist a listicle?), which are really 21, because there was an 8-way tie for 14th! If you don’t appear on the list, never fear – you can find your precise ranking and value as a human being by taking a look at the original data here.
And if it’s not blatantly obvious by now, I think judging yourself on rankings is a little silly. This is just for fun!
|1st||14||Salas, Eduardo||University of Central Florida||His expertise includes helping organizations on how to foster teamwork, design and implement team training strategies, facilitate training effectiveness, manage decision making under stress, develop performance measurement tools, and design learning environments.|
|2nd||13||Ryan, Ann Marie||Michigan State University||Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace.|
|3rd||11||Boyce, Anthony S||Aon Hewitt, Inc.||In my research and development capacity, I have led the creation of more accurate, efficient, engaging, and globally relevant selection and assessment processes by using computerized adaptive testing methods, web-based job simulations, and media-rich item types.|
|4th||10||Joseph, Dana||University of Central Florida||Her research interests include emotions in the workplace, employee engagement, workplace deviance, and time and research methods.|
|10||Wang, Mo||University of Florida||He specializes in research areas of retirement and older worker employment, expatriate and newcomer adjustment, occupational health psychology, leadership and team processes, and advanced quantitative methodologies.|
|6th||9||Carter, Nathan T||University of Georgia||My main area of research involves understanding the use of psychological measures in organizational settings.|
|9||Dalal, Dev K||University of Connecticut||His research interests include judgment and decision making, applications of measurement, item response theory, structural equation modeling, and research methods and design.|
|9||Hebl, Michelle (Mikki)||Rice University||My research focuses on issues related to diversity and discrimination. I am particularly interested in examining subtle ways in which discrimination is displayed, and how such displays might be remediated by individuals and/or organizations.|
|8||Allen, Tammy D||University of South Florida||Her research centers on employee career development and employee well-being at both work and home. Specific interests include work-family issues, career development, mentoring relationships, organizational citizenship, mindfulness, and occupational health. (Ed. I also hear she’s tam-tastic!)|
|9th||8||Burke, Shawn||University of Central Florida||C. Shawn Burke’s expertise includes teams and their leadership, team adaptability, team training, measurement, evaluation, and team effectiveness.|
|8||Cucina, Jeffrey M||US Customs and Border Protection||The man, the myth. (Ed. He didn’t really write that. He’s missing from the Internet! Like a ghost!)|
|8||Kozlowski, Steve W||Michigan State University||My primary research interests focus on the processes by which individuals, teams, and organizations learn, develop, and adapt.|
|8||Oswald, Fred||Rice University||His research and grants deal with personnel selection and testing in corporate, military and educational environments; more specifically, his wide array of publications and grants deal with the issues and findings related to developing, implementing, analyzing, interpreting and meta=analyzing various measures of individual differences (e.g., personality, ability, biodata, situational judgment).|
|14th||7||Behrend, Tara S||The George Washington University||Her research interests center around understanding and resolving barriers to computer-mediated work effectiveness, especially in the areas of training, recruitment, and selection.|
|7||Dahling, Jason||The College of New Jersey||His research and teaching interests focus on applications of self-regulation research to understanding feedback processes, employee deviance, career development, and emotion management in the workplace.|
|7||Fink, Alexis A||Intel Corporation||She is currently leading the Talent Intelligence and Analytics team at Intel. Her team delivers insight that drives business results, including external talent marketplace analytics, and research across leadership, management and employee audiences.|
|7||Hoffman, Brian J||University of Georgia||My primary research interest revolves around the person-perception domain and its application to the assessment of human performance.|
|7||King, Eden B||George Mason University||Dr. King is pursuing a program of research that seeks to guide the equitable and effective management of diverse organizations. Her research integrates organizational and social psychological theories in conceptualizing social stigma and the work-life interface.|
|7||Kuncel, Nathan R||University of Minnesota, Twin Cities||His specialities include the structure and prediction of academic and work performance and the predictive validity of standardized tests and non-cognitive predictors.|
|7||Landers, Richard N||Old Dominion University||His research program focuses upon improving the use of Internet technologies in talent management, especially the measurement of knowledge, skills and abilities, the selection of employees using innovative technologies, and learning conducted via the Internet.|
|7||Martinez, Larry R||Pennsylvania State University||He specializes in stigmatization, prejudice, and discrimination across the spectrum of employment experiences (e.g., hiring, interviewing, conflict, turnover, climate, attitudes), particularly from the target’s perspective and the role of nonstigmatized allies in reducing discrimination.|