Assessment of Individual Differences Lab – Research Laboratory, Faculty of Psychology and Educational Sciences, University of Bucharest

Welcome to the official AID Lab Homepage!

The Assessment and Individual Differences Lab (AID-Lab) is an integral part of the Department of Psychology at the University of Bucharest. We study the assessment of various psychological constructs relevant for a range of applied psychology fields, broadly defined.
Key Research Areas of the Lab

Assessment methods, the role of workplace-relevant individual differences, affect and emotions, job attitudes and performance in applied settings, occupational health assessment and interventions
Affiliation & Membership

Undergraduate and graduate students (Master’s and Doctoral Students) can become affiliate members. Researchers in other domains can become affiliated members;. The admission of affiliate members is done by invitation only and involves an interview with three full lab members.

About Research Group

The Assessment and Individual Differences Lab (AID-Lab) is integral part of the Department of Psychology at the University of Bucharest.

We study the assessment of various psychological constructs relevant for a range of applied psychology fields, broadly defined.

Our primary mission is to generate and apply psychological science to expand our understanding regarding design and application of psychological assessment in studying the functioning of various individual differences.

The lab is managed by the Lab Director and Executive Committee (three elected members) and it includes a team of established and early career researchers (full members) and affiliate members (undergraduate and masteral students).

The AID Lab will focus on:
– collaboration: building research-oriented alliances and partnerships with various national and international labs and organizations;
– funding: attract national and international research funding by assembling competitive of research teams;
– fostering research: supporting the design and dissemination of assessment-oriented empirical and theoretical investigations aimed at expanding the current scientific understanding of cognitive, motivational, affective and behavioral phenomena in the applied settings.

Latest Events

The AID Lab is officially founded

1 Feb 2020

78

JOURNAL ARTICLES PUBLISHED

2

RESEARCH GRANTS RECEIVED

19

RESEARCH MEMBERS

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Assessment and Individual Differences Lab updated their profile picture.

1 month ago

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Assessment and Individual Differences Lab

2 months ago

Munca cu sens se referă la o muncă ce este caracterizată de cel ce o prestează ca fiind importantă, valoroasă pentru sine și/sau pentru alții și care merită timpul și efortul depus.

Pentru a identifica factorii ce generează și susțin percepția angajaților legată de sensul și semnificația muncii lor am lansat un demers de cercetare pe tema Muncii cu sens, derulat sub egida Laboratorului de Evaluare și Diferențe Individuale din cadrul Facultății de Psihologie și Științele Educației, Universitatea din București.

Singura condiție pentru participarea la acest studiu este să fiți angajat(ă) sau să lucrați/activați într-o organizație/companie/instituție, fie ea privată, de stat sau ONG.

Link participare: https://forms.gle/Ex6ZaobKLc3UoQnB8

Toți participanții vor primi, la cerere, un raport de cercetare ce va cuprinde o sinteză a literaturii de specialitate scrisă într-un limbaj practic, non-academic și sfaturi practice ce vizează o experiență mai plăcută și productivă la locul de muncă. Împreună cu acest raport, participanții pot participa la o tragere la sorți în urma căreia pot câștiga unul dintre următoarele 3 premii, la alegere:

Premiul 1: Carte Burnout. Strategii pentru prevenirea epuizării profesionale.
https://carturesti.ro/carte/burnout-strategii-pentru-prevenirea-epuizarii-profesionale-443501

Premiul 2: 2 aplicări ale unui chestionar consacrat de personalitate: BFQ-2

Premiul 3: Pachet jocuri Indie

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Ce face ca munca noastră să fie importantă pentru noi?

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Acesta este un demers de cercetare derulat sub egida Laboratorului de Evaluare și Diferențe Individuale din cadrul Facultății de Psihologie și Științele Educației, Universitatea din București...

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Assessment and Individual Differences Lab

3 months ago

Time and generational changes in cognitive performance in Romania

www.sciencedirect.com

The Flynn effect describes sustained gains in cognitive performance that have been observed in the past century. These improvements are not evenly dis...

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Some Advice for Psychologists Who Want to Work With Computer Scientists on Big Data.

König, C. J., Demetriou, A. M., Glock, P., Hiemstra, A. M. F., Iliescu, D., Ionescu, C., Langer, Liem, C. S., Linnenbürger, A., Siegel, R., & Vartholomaios, I. (2020).

Publisher's website

Loneliness at Work and Job Performance: The Role of Burnout and Extraversion.

Sîrbu, A. A., & Dumbravă, A. C. (2019).

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Effectiveness of Job Crafting Interventions: A Meta-Analysis and Utility Analysis.

Oprea, B., Barzin, L., Virga, D., Iliescu, D., & Rusu, A. (2019).

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Personality and boredom at work: the mediating role of job crafting.

Oprea, B., Iliescu, D., Burtăverde, V., & Dumitrache, M. (2019).

Publisher's website

The Impact of Technology on Psychological Testing in Practice and Policy: What Will the Future Bring.

Iliescu, D., & Greiff, S. (2019).

Publisher's website

Dr. Andrei Ion

Associate Professor @ Faculty of Psychology and Educational Sciences, University of Bucharest

Biography

Andrei Ion coordinated the implementation of various research projects. Andrei’s key research interest resides in investigation the role and importance of individual differences in the workplace. This line of research led to non-trivial contributions to the field of I/O psychology and individual differences. In several investigations, Andrei explored the construct or predictive validity of personality constructs in predicting job-relevant outcomes, such as job performance or organizational citizenship behaviors (e.g. Iliescu, Ilie, Ispas, & Ion, 2012; Ion, Iliescu, Ilie, & Ispas, 2016). First and foremost, these studies led to the conclusion that the current understanding of the personality-job performance relationship is limited. First, this limitation stems from relying exclusively on the five-factor personality traits in explaining job performance. Second, the current understating of the personality job performance relationship is based exclusively on the view that personality dimensions are static in nature.