Crime in College Predicts Violent Crime in the National Football League

ABSTRACT

The relationship between past and future crime is one of the most robust findings within criminology. Yet, there have been few attempts to examine whether this linkage holds in specific employment arenas. In this study, we consider the relationship between past and future crime within the context of the National Football League (NFL). Specifically, we assess whether there is a relationship between pre-NFL arrests and arrests while playing in the NFL. Using data on NFL arrestees coupled with an internet-based search of arrests prior to their joining the NFL, we find that pre-NFL arrests are positive and significantly related to violent (but not total or non-violent) arrests. Also, this pattern of findings was observed for non-white NFL players, but not white players. Limitations, future research directions, and policy implications are highlighted.     

The Problem on Predicting the Outcomes of National Football League Games and Other Phenomena of Equivalent Interest

Attempts to successfully predict the point spread of National Football League games are viewed from the perspective of classical measurement theory. The hypothesis under investigation asserted that one factor limiting the valid predictions of the number of points scored by each team during games is the low levels of reliability inherent in the potential predictor variables. Data for all 28 teams of the NFL were collected for each of the 16 weeks of the regularly scheduled 1978-79 and 1979-80 seasons. Specific measures investigated included the number of points scored, the number of points yielded, the number of yards gained, and the number of yards yielded. These variables were then analyzed via Cronbach's alpha coefficient and other methods of assessing reliability. Results indicated that the a priori expectation of limited reliabilities was supported. The study discusses the implications of these results on traditional prediction strategies for both football specifically and psychological research in general, and offers an alternative approach to forecasting pro football games.     

Are NFL Arrestees Violent Specialists or High Frequency Offenders or Both?

Although recent research showed that NFL players have a higher violent crime arrest rate, it remains unclear whether, at the individual-level, NFL players who are arrested are specializing in violent crimes or whether their involvement in violence is driven largely by their high frequency of offending. Using two publically available databases on NFL player arrests, our results show that high frequency offending is rare among the arrested NFL players, that non-white players are more chronic than white players, and that the likelihood of violence is largely driven by high frequency offending—especially among non-white players. Importantly, there appears to be no specialization-in-violence among this sample of arrested NFL players.     

Differences between taxi and nonprofessional male drivers in attitudes towards traffic-violation penalties

The present study examined attitudes towards traffic-violation penalties in (Israeli) male nonprofessional (NP) drivers and taxi drivers. The results indicated that the respondents generally judged the penalties as just and appropriate, that NP drivers judged the penalties as just more than taxi drivers, that the judgment of penalties as just increased as a function of penalty severity, and that NP drivers judged the penalties as just more than taxi drivers in low- and in medium-severity of penalty conditions but not in high-severity conditions. These findings are discussed in terms of the relation between attitudes and behavior and the importance of the legitimacy of laws by the public for achieving obedience as well as in terms of future research.     

“Get it out the way. The wait's killing me.” hastening and hiding during soccer penalty kicks

ObjectivesIt has been suggested that hastening and hiding—rushing through penalty preparation and not looking at the goal when preparing the penalty kick—are associated with negative penalty taking performance. In the present study, we investigated how opposing players perceived these nonverbal behaviors, how they affect outcome expectations, and how they affect the behavior of opposing goalkeepers.DesignThe present study employs an experimental research design (Experiment 1: 2 (gaze behavior) × 3 (preparation time) design; Experiment 2: 2 (gaze behavior) × 2 (preparation time) design).MethodWe examined the perception of nonverbal hastening and hiding behavior using the point-light technique during the soccer penalty kick among goalkeepers (Experiment 1a; n = 20), and among outfield soccer players (Experiment 1b; n = 29). Furthermore, we analyzed how these respective penalty preparation strategies influenced the behavior of high-level goalkeepers (n = 12) under in situ conditions (Experiment 2).ResultsThe results from Experiment 1 demonstrated that penalty takers showing hastening and hiding behaviors are perceived more negatively by both soccer goalkeepers and outfield players: (i) they are considered to possess less positive attributes, (ii) to have less accuracy in their penalties, and (iii) likely to perform less well in penalty situations. Experiment 2 provided first evidence that goalkeepers initiate their movement later following the observation of hastening and hiding behaviors during the penalty preparation.ConclusionsOur findings demonstrate the importance of investigating nonverbal behavior in sports as these have a major impact on impression formation, expected performance, and actual behavior of opposing players in the soccer penalty situation.     

Affordance-based control in deceptive and non-deceptive penalties in soccer goalkeeping: Gender matters!

Only few studies have addressed how soccer goalkeepers adapt to both the spatial and temporal constraints while trying to stop a penalty kick. Moreover, research on penalty kicks has only involved male goalkeepers, even though the resultant constraint (i.e., the relation between the maximum action capabilities defining the time required and ball flight time and direction defining the time available) may or may not differ for female goalkeepers. We therefore compared penalty goalkeeping between male and female goalkeepers of similar skill level. The results showed that the resultant constraint was more stringent for female than male goalkeepers. In accordance with the affordance-based control theory, female and male goalkeepers both adapted to the resultant constraint, but did scale their diving action differently. Female goalkeepers initiated the lateral dive within the action boundaries set by the resultant constraint, while male goalkeepers tended to dive late, beyond the action boundaries. Owing to the early dive, female goalkeepers saved more penalties than male in non-deceptive penalties. Nevertheless, female goalkeepers were also more susceptible to deception by the penalty taker than male goalkeepers. These findings extend our knowledge of the affordance-based control theory in sports and contribute to the understanding of gender differences in soccer penalty goalkeeping.     

奖励和惩罚在注意控制过程中的优化和分离：眼动研究

通过两个眼动实验考察金钱奖励和惩罚引起的动机对个体在不同空间线索条件下注意控制加工的影响。实验1采用朝向/反向眼跳范式, 被试通过内源性线索提供心理准备的情况下做出简单的朝向眼跳以及需要抑制优势反应的反向眼跳。结果发现, 相比无奖惩条件, 奖励条件下朝向眼跳任务的正确率更高, 惩罚条件下反向眼跳任务的正确率更高; 两种眼跳任务中有奖惩条件下的眼跳峰速度均比无奖惩条件高。实验2采用Go/No-go任务, 进一步探讨了由副中央凹加工外源性边缘线索从而不能提供充分心理准备的情况下奖励和惩罚对注意控制的影响。结果发现, 奖励条件下Go反应的眼跳潜伏期更短, 惩罚条件下No-go反应正确率更高, 眼跳峰速度在两种条件下均比无奖惩条件高。以上结果表明, 奖励和惩罚均能够促进个体的注意控制, 但二者的加工过程是分离的, 奖励能够改善趋近行为, 惩罚则能够显著促进抑制控制行为, 且奖励和惩罚在注意控制加工过程中具有不同的作用模式, 奖励能够更早唤醒注意控制系统从而更快地促进行为的发生与执行, 惩罚则能够通过调节注意资源促进以目标为导向的行为中对优势反应的抑制。     

The impact of differing audience sizes on referees and team performance from a North American perspective

The COVID-19 pandemic provides a natural experimental framework to comprehensively test the effect of crowds on both referees and players. We examine this from a North American perspective, using data from three major leagues: the National Basketball Association (NBA), National Football League (NFL) and National Hockey League (NHL). In all three leagues in the 2020–2021 season, matches were played either in empty stadiums or before diverse audience sizes. We find that the lockdown affects NBA and NFL results, by lowering the prospects of winning and the expected scoring points of the home team, when games are played without an audience. Conversely, the lockdown does not substantially influence the outcomes of NHL games. We also examine the effect of audience size on game outcomes using historical observations from the past decade, when no lockdown measures were in force. Interestingly, a larger audience size increases the chance of winning and the expected scoring points of the visiting team for NFL games. No significant effect of the audience size on match outcomes is observed for NBA or NHL games. Regarding referee decisions, spectators do not significantly influence referee calls of NHL matches. As for NBA and NFL, the lockdown significantly increases the total number of referee calls but does not prompt more biased decisions towards either of the teams. Finally, a larger audience leads to referee calls more favourable to the visiting team for NFL games. These results extend the literature regarding crowd pressure on the behaviour of players and officials, with an indication that the specific sports activity has a pivotal role in the response to a cheering audience.     

Categories in the pigeon brain: A reverse engineering approach

Pigeons are well known for their visual capabilities as well as their ability to categorize visual stimuli at both the basic and superordinate level. We adopt a reverse engineering approach to study categorization learning: Instead of training pigeons on predefined categories, we simply present stimuli and analyze neural output in search of categorical clustering on a solely neural level. We presented artificial stimuli, pictorial and grating stimuli, to pigeons without the need of any differential behavioral responding while recording from the nidopallium frontolaterale (NFL), a higher visual area in the avian brain. The pictorial stimuli differed in color and shape; the gratings differed in spatial frequency and amplitude. We computed representational dissimilarity matrices to reveal categorical clustering based on both neural data and pecking behavior. Based on neural output of the NFL, pictorial and grating stimuli were differentially represented in the brain. Pecking behavior showed a similar pattern, but to a lesser extent. A further subclustering within pictorial stimuli according to color and shape, and within gratings according to frequency and amplitude, was not present. Our study gives proof‐of‐concept that this reverse engineering approach—namely reading out categorical information from neural data—can be quite helpful in understanding the neural underpinnings of categorization learning.     

Assessing whether black uniforms affect the decisions of Turkish soccer referees: is finding of Frank and Gilovich's study valid for Turkish culture?

Frank and Gilovich (1988) found that teams with black uniforms were penalized by referees more than other teams that did not wear black uniforms in the U.S. National Football League (NFL), and the U.S. National Hockey League (NHL). This finding was examined for the referees in the Turkish Premier Soccer League (TPSL) for the soccer teams wearing or not wearing black uniforms during actual games. 30 male referees' (ages 22-45 years, M = 34.8) decisions were analyzed in a total of 2142 Turkish premier soccer league games played in 7 seasons. Using the number of red and yellow cards and penalty kicks teams drew as a penalty decision criteria, no significant differences were found between Turkish soccer teams wearing black uniforms or those not and the number of penalty kicks. This result, which was different from that of Frank and Gilovich's work, was discussed in relation to the social psychological point of view of different cultures and societies.     

Too powerless to speak up: Effects of social rejection on sense of power and employee voice

Enabling and amplifying the voice of employees creates opportunities for organizational improvement. Prior research has shown that employees' sense of power has impact on their voice behavior. As such, when would employees feel too powerless to speak up in the workplace? The current study investigates the indirect effect of social rejection (via sense of power) on employee voice. We use conservation of resources theory to explain this relationship. Experimental data from two studies demonstrate that participants reminded of social rejection (vs. acceptance) exhibit a lower sense of power. Specifically, we observe that social rejection diminishes a person's sense of power, and that social acceptance does not enhance this sense. That is, social rejection has an indirect effect on employee voice through sense of power. We discuss the theoretical and practical implications of our findings with regard to social rejection, sense of power, and workplace voice behavior.     

Penalties for Rape as a Function of Victim Provocativeness, Damage, and Resistance

Subjects responded to one of four cases of rape which they read by indicating how many years in prison the rapist should serve as a penalty. In Experiment 1, the cases presented the victim as either provocatively dressed or nonprovocatively dressed, and either pregnant as a result of the rape or not pregnant. Older subjects gave significantly higher penalties when the victim was pregnant, while younger subjects did not. In Experiment 2, the cases presented the victims as being either raped or robbed and as resisting or not resisting her attacker. Male subjects gave significantly lower penalties when the victim did not resist, while female subjecis gave higher penalties when the victim did not resist-this interaction being significant for both crimes.     

Measuring workplace bullying

Workplace bullying is increasingly being recognized as a serious problem in society today; it is also a problem that can be difficult to define and evaluate accurately. Research in this area has been hampered by lack of appropriate measurement techniques. Social scientists can play a key part in tackling the phenomenon of workplace bullying by developing and applying a range of research methods to capture its nature and incidence in a range of contexts. We review current methods of research into the phenomenon of bullying in the workplace. We examine definitional issues, including the type, frequency, and duration of bullying acts, and consider the role of values and norms of the workplace culture in influencing perception and measurement of bullying behavior. We distinguish methods that focus on: (a) inside perspectives on the experience of bullying (including questionnaires and surveys, self-report through diary-keeping, personal accounts through interviews, focus groups and critical incident technique, and projective techniques such as bubble dialogue); (b) outside perspectives (including observational methods and peer nominations); (c) multi-method approaches that integrate both inside and outside perspectives (including case studies). We suggest that multi-method approaches may offer a useful way forward for researchers and for practitioners anxious to assess and tackle the problem of bullying in their organizations.     

Optimal correction for guessing in multiple-choice tests

Subjects’ decisions in multiple-choice tests are an interesting domain for the analysis of decision making under uncertainty. When the test is graded using a rule that penalizes wrong answers, each item can be viewed as a lottery where a rational examinee would choose whether to omit (sure reward) or answer (take the lottery) depending on risk aversion and level of knowledge. We formalize students as heterogeneous decision makers with different risk attitudes and levels of knowledge. Building on IRT, we compute the optimal penalty given students’ optimal behavior and the trade-off between bias and measurement error. Although MCQ examinations are frequently used, there is no consensus as to whether a penalty for wrong answers should be used or not. For example, examinations for medical licensing in some countries include MCQ sections with penalty while in others there is no penalty for wrong answers. We contribute to this discussion with a formal analysis of the effects of penalties; our simulations indicate that the optimal penalty is relatively high for perfectly rational students but also when they are not fully rational: even though penalty discriminates against risk averse students, this effect is small compared with the measurement error that it prevents.     

Workplace discrimination: A meta‐analytic extension,critique, and future research agenda

Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this meta‐analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary conditions to explain when discrimination is most harmful for employees, and exploring a potential third variable explanation for discrimination–outcome relationships. Mediation tests indicated that workplace discrimination is associated with employee outcomes through both job stress and justice. Moderator analyses showed that discrimination appears to be most detrimental when it is observed rather than personally experienced, interpersonal rather than formal, and measured broadly rather than specifically. We also found that discrimination–outcome relationships differ across work and nonwork contexts and as a function of the social identity targeted by discrimination. Discrimination generally explained meaningful incremental variance in outcomes after controlling for the effects of negative affectivity, but the relationships between discrimination and health were substantially decreased. We conclude by offering a constructive critique of the empirical discrimination literature and by detailing an agenda for future research.     

20 Years of workplace bullying research: A review of the antecedents and consequences of bullying in the workplace

Research on workplace bullying, which has just recently passed the 20 year mark, has grown significantly over this duration of time. We provide an extensive review of the extant literature, with a focus on the antecedents and consequences of workplace bullying. We organize our review of the extant literature by level of analysis, which allows us to understand workplace bullying from each major level of analysis, while simultaneously identifying those levels at which research has been sparse. We then develop a conceptual model based on our review that similarly depicts theoretical and/or empirical findings from the extant literature, but in a succinct manner. Based on our review and conceptual model, we identify and highlight a number of key avenues for future research that will help extend the current workplace bullying literature.     

No pain no gain: The positive impact of punishment on the strategic regulation of accuracy

Previous studies have shown that punishing people through a large penalty for volunteering incorrect information typically leads them to withhold more information (metacognitive response bias), but it does not appear to influence their ability to distinguish between their own correct and incorrect answers (metacognitive accuracy discrimination). The goal of the current study was to demonstrate that punishing people for volunteering incorrect information—versus rewarding volunteering correct information—produces more effective metacognitive accuracy discrimination. All participants completed three different general-knowledge tests: a reward test (high points for correct volunteered answers), a baseline test (equal points/penalties for volunteered correct/incorrect answers) and a punishment test (high penalty for incorrect volunteered answers). Participants were significantly better at distinguishing between their own correct and incorrect answers on the punishment than reward test, which has implications for situations requiring effective accuracy monitoring.     

Intertemporal Framing Issues in Management Compensation

This study investigates whether manager–decision-makers’ expectations about incentive compensation and environmental uncertainty influence investment decisions through their effect on the decision maker's implied discount rate. This is, to our knowledge, a first attempt to manipulate implicit risk, the risk to future payoffs associated with environmental uncertainty. Both these factors and waiting time are expected to influence implied discount rates. The study investigates discount rate influences under both bonus and penalty incentive plans. The hypothetical bonuses are year-end cash bonuses; the penalties are opportunity costs. Responses were analyzed using both analysis of variance and regression. The regression analysis was used to separate time discounting from the other factors affecting implied discount rates. Subjects’ responses to proposed changes in the timing of cash bonuses were dramatic when an expanding economy was suggested. However, subjects’ responses to penalty provisions were less dramatic than corresponding responses to the out-of-pocket negative outcomes studied in previous research. In some situations, penalty provisions may be more effective for inducing investment than bonus provisions. In addition, the results suggest that efforts to change management decision making using deferred compensation may require more deferred compensation than time discounting alone would require.     

Work-Related Impression Formation: Reviewing Parenthood Penalties and Investigating a “Fatherhood Penalty” for Single Fathers

Abstract

We review the evidence that mothers, compared to childless women or fathers, are discriminated at work (“motherhood penalty”) and that fathers may receive “caregiver penalties.” We conclude that (implicitly or explicitly) expected family roles appear to determine parenthood penalties. On this basis, we examined penalties for fathers who are only assumed to be primary caregivers. We found “fatherhood penalties” for single fathers compared to married fathers (Experiment 1, N?=?343) and compared to singles and single mothers (Experiment 2, N?=?142 professionals). We discuss the mixed evidence on work-related perceptions of parents.