MSc Business Psychology / Course details
Year of entry: 2021
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Course unit details:
Professional Skills for Organisational and Business Psychologists
|Unit level||FHEQ level 7 – master's degree or fourth year of an integrated master's degree|
|Teaching period(s)||Semester 1|
|Offered by||Alliance Manchester Business School|
|Available as a free choice unit?||No|
The course consists of weekly, three-hour sessions delivered over ten weeks. The course provides a foundation to support students in applying the knowledge of organisational and business-related psychology acquired during the MSc programme and to become competent practitioners. The course is based on the ‘scientist-practitioner’ model of consultancy. Topics covered include the consultancy cycle, ethics in practice, working effectively with others, and communication skills. In addition, the course includes an option for students to gain a qualification in psychometric testing in occupational settings and to apply for entry to the British Psychological Society (BPS) Register of Qualifications in Test Use (please note that the BPS charges a fee for this registration).
The course aims to provide a foundation for applying organisational psychology theory and research evidence in the workplace. In addition, it gives students a sound understanding of psychometric test use in the workplace and the practical skills required to administer psychometric tests in occupational settings.
Students will have the opportunity to develop a Portfolio of Competence during the course. Students will be asked to complete a reflective report on how their portfolio has developed during the first semester of their studies and how they envisage developing it during the remainder of their programme (1,500 words 40%
Competency-based feedback report on personality assessment (1,500 words, 60% weighting).
Practical assessment in test use (pass/fail criterion, 0% weighting)
NB: Students who wish to obtain the qualification in psychometric test use are required to pass the practical assessment in test use and additionally to complete a narrative report on personality assessment, which will be reviewed by the test publisher and qualification awarding body.
The main study material for the course consists of a course folder provided by CEB SHL for students: Occupational Testing (Level A) and Occupational Personality Questionnaire (Level B).
For general additional reading, the following books are recommended:
Cook. M. (2009). Personnel Selection: Adding Value Through People (5th edition). Chichester: Wiley
Smith, J. M. (2004). Testing People at Work: Competencies in Psychometric Testing. London: Blackwell.
The selection paradigm, types of tests and psychometric testing:
McCloy, R.A., Campbell, J.P. and Cudeck, R. (1994). A confirmatory test of a model of performance determinants. Journal of Applied Psychology, 79:493-505.
Ree, M. J., Earles, J.A. and Teachout, M.S. (1995). Predicting job performance: Not much more than G. Journal of Applied Psychology, 79:518-524.
Robertson, I.T. and Smith, M. (2001). Personnel selection. Journal of Occupational and Organizational Psychology, 74, 441-472.
Smith, J.M. (2005) Testing People at Work: Competencies in Psychometric Testing. London: Blackwell. Chapter 1.
Smith, M (1994). A theory of the validity of predictors in selection. Journal of Occupational and Organizational Psychology, 67, 19-31.
Schmidt, F.L. and Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
Dierdorff, E. C., & Wilson, M. A. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88 (4), 635-646.
Levine, E. L., Sistrunk, F., McNutt, K. J., & Gael, S. (1988). Exemplary job analysis systems in selected organizations: A description of processes and outcomes. Journal of Business and Psychology, 3, 3-21.
Levine, E. L., Ash, R. A., & Bennett, N. (1980). Exploratory Comparative Study of Four Job Analysis Methods. Journal of Applied Psychology, 65 (5), 524-535.
Morgeson, F. P., & Campion, M. A. (2000). Accuracy in job analysis: toward an inference-based model. Journal of Organizational Behavior, 21, 819-827.
Reliability and Validity:
Hunter and Schmidt (1996). Measurement error in psychological research: lessons from 26 research scenarios. Psychological Methods, 1, 199-223.
Smith, J M. (2005) Testing People at Work: competencies in psychometric testing. London: Blackwell. Chapters 10 & 11.
Utility and Fairness in Selection:
Boudreau. J. W. (1992). Utility Analysis for decisions in human resource management. In M. D. Dunnette and L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (pp. 621-746). Palo Alto, CA: Consulting Psychologists Press
Smith, J M. (2005) Testing People at Work: competencies in psychometric testing. London: Blackwell. Chapters 12 & 13.
Introduction to Personality:
Cook. M. (2009). Personnel Selection: Adding Value through People. Chichester: Wiley. Chapter 7
Funder, D. C. (2001). Personality. Annual Review of Psychology. 52, 197-221.
Matthews, G., Deary, I. J. & Whiteman, M.C. (2003). Personality Traits (2nd Ed.). Cambridge: Cambridge University Press.
Smith, J M. (2005). Testing People at Work: Competencies in Psychometric Testing. London: Blackwell. Chapter 4.
|Scheduled activity hours|
|Independent study hours|
|Elinor O'Connor||Unit coordinator|
Informal Contact Method
Office Hours (by appointment)
Online Learning Activities (blogs, discussions, self assessment questions).