Psychology facilities

People Analytics and Psychometrics Laboratory (PAPsy Lab)

Igor Menezes
Faculty of Business, Law and Politics - Hull University Business School
Igor Menezes
Lecturer in Organisational Behaviour and HRM

The Challenge

The PaPsy Lab seeks to approximate four major fields of research - People Analytics, Psychometrics, Data Science and Organisational Psychology - into a cohesive framework to gain business insights and advance organisational research.

We have currently applied psychometric, computational and modelling techniques to develop and validate individual- and group-level measures to be used in organisational settings. We have also worked to advance people analytics theory and establish it as an emerging scientific field.

The Approach

There is currently a dearth of research on people analytics and its contributions to gaining insights into the workforce through the combination of business and employee data. Also, studies integrating computer vision, psychometric techniques and people analytics to improve employee wellbeing and business outcomes are still in their infancy.

The PAPsy Lab has focused on developing and applying new strategies and methods to address HR challenges, namely recruitment and selection, employee turnover, engagement, wellbeing and team dynamics. Hence, our laboratory intends to help academics, students and practitioners to use people data more effectively and make the best-informed decisions.


Our work has benefitted society through:


  • The development of guidelines for the application of multilevel techniques in public health research
  • The development and validation of instruments used around the world by academics and professionals in different areas such as organisational psychology, healthcare and educational assessment
  • The combination of techniques from psychometrics and machine learning for improving the quality of psychometric tests and the prediction of organisational behaviours such as employee turnover
  • The design of solutions to help managers and executives make informed decisions about their employees and organisational processes. 
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  • To develop and apply new technologies that can better explain the relationships between people data and organisational outcomes
  • To help improve the employee's well-being, productivity and performance
  • To design innovative solutions for business such as psychometric instruments, descriptive and prescriptive models and new data visualisation techniques
  • To train students, academics and practitioners in people analytics, psychometrics and research methods, thereby enhancing their ability to design research studies, deliver oral presentations and write academic papers.


View all projects

Development and validation of the Visualize image-based assessment of the Five-Factor Model of Personality

This project aims to develop and validate the Visualize behavioural assessment, the only instrument that integrates text and images to measure the Big Five model of personality. Using computer vision techniques to improve the construct validity and with the support from a team of EDI specialists, the images used in Visualize were selected to promote diversity, multiculturalism and inclusion. The Visualize items complement the mainstream perspectives on assessing personality traits as they not only measure affects, behaviours, cognitions and desires using sentences, but create visual scenarios that consider contemporary topics in society, including the use of social media, technology adoption, social, cultural and environmental awareness, and ethical and social citizenship.

As a result of the inclusion criteria, a combination of intra-individual response variability, identical consecutive responses, response time and social desirability bias scale, we collected data on 1,055 workers, who responded to eight blocks of items at different points in time, totalling 1,200 items measuring 108 facets. The items, dataset and R scripts will be made publicly available to researchers in three languages (English, Spanish and Portuguese) through the Open Science Framework to facilitate reproducible research. The construct validity studies are being carried out using machine learning algorithms, item response theory and Thurstonian item response theory.

The ultimate goal of this project is to deliver the first image-based adaptive behavioural assessment measuring the Big Five model of personality. Users will respond to fewer items with an adaptive platform, significantly improving test efficacy and measurement precision. By engaging with a shorter version, they are expected to complete it up to three times quicker than they would in a traditional assessment, improving the candidate experience and helping to increase the efficiency of recruitment processes.

This project is in collaboration with the School of Computing, National University of Singapore (University of Singapore), the Intelligent Vision Research Laboratory (Federal University of Bahia, Brazil) and Visiu Analytics Ltd.

Prospect theory and employee turnover propensity

Employee turnover has become one of the most important topics in organisational behaviour given its costs and consequent impacts on the organisation strategic planning. Costs of turnover vary, and depending on the employment sector, they can range from 20% to an enormous 213% of an employee’s annual salary among positions requiring a significant level of higher education and training, such as senior executives (Boushey & Glynn, 2012).

Despite the growing number of studies involving antecedents and measures of employee turnover intentions, to our knowledge, there are no behavioural models that use the prospect theory to investigate the employees’ intentions to quit considering scenarios that involve uncertainty and risk (e.g., 10% raise to stay in a job that I dislike vs New job I like for the same as my current pay).

As the decision to quit entails a trade-off between the perceived gains and losses of leaving the current job and moving to a new one, in this study decision weights are combined with antecedents of turnover to provide additional insights into the employee intentions to leave or stay. Based on a three-part longitudinal study, we will survey the same participants over the course of a year to explore what patterns emerge from the responses of those who decided to leave their job and those who decided to stay. Finally, a predictive model using the antecedent variables will be fit to estimate the employee turnover propensity, an index able to flag workers with prior-to-leaving mindsets that can help organisations develop appropriate retention policies.

This project is in collaboration with the Future Of Global Work And Leadership Institute (University of Hull), the People Analytics and Psychometrics Laboratory (University of Hull) and Department of Health Policy & Management (Columbia University).

Development and validation of the Agile Team Dynamics instrument

Agile Team Dynamics (ATD) is a network approach to team dynamics that measures the psychological forces that come into play while individuals interact and work as a team. It captures the individuals’ perceptions of their team, focusing on collective aspects beyond individual aspects such as personality and individual skills. The ATD was developed to provide an in-depth analysis of the team dynamics, including three dimensions and nine sub-dimensions:

  1. Psychological safety: safe to learn, safe to be different, safe to challenge
  2. Growth mindset: collective resilience, collective outsight and collective learning
  3. Connectedness: identification, cohesion and helping behaviours

By proposing an integrative approach to team dynamics, the ATD considers teams as complex systems that emerge organically due to the individuals’ interactions with their different components. Psychometric network models are used to explore the network structure and lay the groundwork for building a network theory of team dynamics.

This project is in collaboration with Ollintel Ltd.


Outputs and publications

Menezes, I., Menezes, A.C., Moraes, E. and Pires, P.P. (2021), "Measuring organizational climate via psychological networks analysis", International Journal of Organization Theory & Behavior, Vol. 24 No. 3, pp. 229-250.

Sena, C., Pires, P., de Oliveira, I., Couto, I., Menezes, I. (2021). Development and Psychometric Properties of the Cognitive Distortions Questionnaire for Adolescents (CD-Quest-T). Archives of Clinical Psychiatry.

Abdalla, K., Oliveira, L., Magidiel, A., Menezes, I.G. (2019). Modelling perceptions on the evaluation of video summarisation. Expert Systems with Applications. 131, 254-265.

Menezes, I.G.; Pires, P.; Zwiegelaar, J., Mendy, J.; Moraes, E (2019). Applying network analysis to measure organisational behaviors using R software. EURAM 2019.

Ruggeri, K, Ivanovic, R., Menezes, I.G., Razum, J., Ondřej, K., Garcia-Garzon, E. (2018).  An evidence-based policy model for improving choice in global health access through medical travel. Health Policy, 122(12), 1372-1376.

Ruggeri, K.; Menezes, I.G.; Kos, M.; Ondřej, K.; Langdon, P.; Miles, J.; Franklin, M.; Parma, L. (2018). In with the new?  Generational differences shape population technology adoption patterns in the age of self-driving vehicles. Journal of Engineering and Technology Management, 50, 39-44.

Menezes, I.G.; Ruggeri, K.; Menezes, A.C.P.G.; Sandbrand, D.; Moraes, E.  Development and validation of the multidimensional turnover intentions scale (2018). Proceedings of British Academy of Management Conference 2018. Bristol, United Kingdom: University of the West of England.

Research Students

Dina Ayman Mohamed Ibrahim Mohamed

The relationship between employee’s perception of talent management and individual performance and the mediating role of psychological contract fulfilment and employee commitment.

Igor Menezes

Mohamed Hamoda Allam Hamoda

The relationship between abusive supervision and employee well-being: the mediating role of employee emotional exhaustion and the moderating role of core self-evaluation.

Igor Menezes

Dennis Affum Osei

Igor Menezes