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To meaningfully determine how well students have achieved learning targets, instructors must adopt specific formative assessment techniques. During the COVID-19 pandemic, existing studies have discovered the techniques instructors in higher education use in their formative assessment practices. However, there has not been any consensus on the prevalent formative assessment techniques used. In this study, we examined empirical documents to determine to what extent formative assessment has supported formal or informal techniques, or both. A total of 15 samples of published documents on the formative assessment techniques used by instructors in higher education were purposively selected and subjected to summative content analysis. The findings revealed that instructors have used more formal than informal formative assessment techniques. The most predominant techniques were paper and pencil tests. The findings imply that formative assessment in higher education amid COVID-19 has followed responsive evaluation/feedback techniques compared to assessment conversations and dialogues. This calls for the need to refocus formative assessment to include both informal and formal techniques by embracing and adapting to technologically enhanced assessment and learning. [ABSTRACT FROM AUTHOR]

The purpose of the study was to identify the sociodemographic variables and social value correlates and predictors of employer-employee relationship problems in a random sample of 860 Brunei public and private sector workers of both genders. A quantitative field survey design was used and data were analyzed by correlation and logistic regression. The rationale and justification for using this approach is explained. The main sociodemographic correlates and predictors of employer-employee relationship problems in this study were educational level and the district in which the employee resided and worked. Other correlates, but not necessarily predictors, of employer-employee relationship problems were seeking help from the Bomo (traditional healer); obtaining help from online social networking; and workers with children in the family. The two best and most significant social value correlates and predictors of employer-employee relationship problems included interpersonal communications; and self-regulation and self-direction. Low scorers on the following variables were also associated with high likelihood for possessing employer-employee relationship problems: satisfaction with work achievements; and peace and security, while low scorers on work stress had lower odds of having employer-employee relationship problems. Other significant social value correlates, but not predictors of employer-employee relationship problems were self-presentation; interpersonal trust; peace and security; and general anxiety. Consistent with findings of relevant previous studies conducted elsewhere, there were the variables that correlated with and predicted employer-employee relationship problems in Brunei public and private sector workers. Having identified these, the next step, efforts and priority should be directed at addressing the presenting issues via counseling and psychotherapy with affected employees. Further research is recommended to understand better the problem and its possible solutions. [ABSTRACT FROM AUTHOR]