A new Bayesian procedure for the estimation of the referees' decision thresholds and agreement. The case of professional handball refereeing

In double refereeing, agreement between referees is fundamental for the achievement of a flawless and smooth refereeing activity. Nonetheless, the agreeement can be affected by several external and internal factors, with a negative impact on the consistency of the refereeing and the fluidity of the game. The referee’s Decision Threshold (DT) is the limit above which the evidence of a foul results in the call of an infraction by the referee. It represents the individual refereeing style, and it is one of the factors that can contribute to low agreement between the referees. We present an application of a new Bayesian procedure to estimate referee’s DT in a typical refereeing task. To this end, 56 italian professional handball (FIGH) referees were asked to evaluate 96 potential foul plays, belonging to four different infraction types: 7-m throw, passive play, offensive foul, disciplinary sanctions. The proposed method provides information about: (i) referee’s individual DT; (ii) the agreement between pairs of referees (i.e., one-to-one); (iii) the agreement between each referee and all the other referees (i.e., one-to-total); (iv) the agreement between each referee and a reference referee (i.e., one-to-expert); (v) the proportion of agreement between the referees and a reference referee for each potential foul play. Sport federations would profit by this procedure in different ways: by using the information about the DT to train referees, by detecting referees with a low agreement with their colleagues or with the reference referee, by focusing training on specific plays to improve the arbitration class internal consistency.     

Counselors and learning styles

Nearly everyone agrees that the counselor should be aware of individual differences. Many also agree that an important function of the counselor is to consult with teachers regarding individual differences in student learning performance. Although there has been much research about the relationship of learning performance and individual differences in learning style, there has been little written about how to diagnose the styles. The author presents a theoretical understanding of learning styles and suggests assessment questions that a counselor can use in observing students and consulting with teachers about different learning styles.     

A Place for Individual Differences in What Everyone Knows About What Everyone Does: Positive Affect,Cognitive Processes,and Cognitive Experiential Self Theory

Individual differences are often incorporated into experimental research to elucidate inconsistent effects. We argue that the inclusion of such differences into established and seemingly straightforward findings is imperative to the goal of reaching a more complete understanding about the processes of interest. Drawing on research on the cognitive effects of positive affect, we illustrate how integrating individual differences in cognitive processing styles to this literature might lead to a more nuanced understanding of the impact of affect on cognitive processes. The addition of individual differences to psychological research should be seen as a means to a thorough scientific comprehension of a topic rather than as burdensome caveats to otherwise straightforward findings.     

Perspectives on Models of Job Performance

Contemporary models of job performance are reviewed. Links between task performance, contextual performance, organizational citizenship behaviors, counterproductivity and organizational deviance are pointed out. Measurement issues in constructing generic models applicable across jobs are discussed. Implications for human resource management in general, and performance appraisal for selection and assessment in particular, are explored. It is pointed out that the different dimensions or facets of individual job performance hypothesized in the literature are positively correlated. This positive manifold suggests the presence of a general factor which represents a common variance shared across all the dimensions or facets. Although no consensus exists in the extant literature on the meaning and source of this shared variance (i.e., the general factor), rater idiosyncratic halo alone does not explain this general factor. Future research should explain the common individual differences determinants of performance dimensions.     

Sensory experience and family process: perceptual styles tend to run in but not necessarily run families

The science of family systems has begun to develop concepts and methods for objectively assessing important characteristics of families. Thus we now have ways of measuring differences among families with respect to cohesiveness, flexibility, clarity of communication, and shared views of social reality. We know practically nothing, however, about the origins of these differences among families. One possibility is that the skills or personal attributes of one or more individual members influences the characteristics of the family as a whole. This paper explores the hypothesis that the perceptual styles of individual members--the ways they organize their experience of their personal stimulus world--influence the shared perceptions the family develops of the social world in which it lives. We explored relationships between nine measures of perceptual style and problem-solving measures of the family's shared perception of its social world. The findings showed many similarities among members of the same family on several measures of perceptual style. However, perceptual style had only a few relationships with family performance in the problem-solving task.     

Investigating the Uniqueness and Usefulness of Proactive Personality in Organizational Research: A Meta-Analytic Review

Using meta-analysis (283 effect sizes from 122 studies), we extend prior qualitative and quantitative reviews of research on proactive personality in a number of meaningful ways. First, we examine the discriminant and incremental validity of proactive personality using meta-analytic regression analyses. Our results reveal that more than 50% of variance in proactive personality is unrelated to the Big Five personality traits collectively. Also, proactive personality accounts for unique variance in overall job performance, task performance, and organizational citizenship behaviors, even after controlling for the Big Five personality traits and general mental ability (for overall job performance and task performance). Moreover, we find no subgroup differences in proactive personality, highlighting its potential use in selection contexts. In conclusion, we discuss implications of our findings for research and practice.     

Anxiety,coping and academic performance

Anxiety is a frequent response to stressful evaluation situations and may be correlated with the performance being evaluated. The present study investigated individual differences in social evaluation trait anxiety and coping dimensions as predictors of state anxiety and performance on a university examination. Separate multiple regressions were computed for coping assessed as a style, an individual difference measure, and as situational specific responses. Emotion-oriented coping predicted state anxiety in the evaluation situation. Social evaluation trait anxiety and task-oriented and emotionoriented coping responses predicted exam performance. The regression models predicted approximately a quarter of the variance in course grades. When coping was measured as a response, task-oriented coping response was a significant predictor of course grade. When coping was measured as a style or individual difference, avoidance-oriented coping style predicted aggregated course grade. It was suggested that different coping dimensions predict different outcomes and that coping be assessed over time to better understand its relation to performance.     

Effects of Individual Differences on Applicant Perceptions of an Operational Assessment Center

Knowing to what extent applicant reactions are related to stable individual differences and not only to characteristics of a selection procedure is important for the design and administration of the selection procedure and for dealing with applicants. The aim of this study was to explore relationships between individual differences (Big Five, core self‐evaluations, trait affectivity, and general mental ability) and applicants' perceptions of an operational assessment center (AC). Data from 294 applicants revealed that individual difference variables explained significant variance in their perceptions of the AC, even after controlling for self‐rated and actual performance. Based on these results, the nature of the applicant pool should be considered for designing selection procedures, dealing with applicants, and for research purposes.     

High and mighty: Height increases authority in professional refereeing

Throughout the animal kingdom, larger males are more likely to attain social dominance. Several lines of evidence suggest that this relationship extends to humans, as height is positively related to dominance, status and authority. We hypothesized that height is also a determinant of authority in professional refereeing. According to the International Football Association Board, FIFA, football ("soccer") referees have full authority to enforce the laws of the game and should use their body language to show authority and to help control the match. We show that height is indeed positively related to authority status: referees were taller than their assistants (who merely have an advisory role) in both a national (French League) and an international (World Cup 2010) tournament. Furthermore, using data from the German League, we found that height was positively associated with authoritative behavior. Taller referees were better able to maintain control of the game by giving fewer fouls, thereby increasing the "flow of the game". Referee height was also positively associated with perceived referee competence, as taller referees were assigned to matches in which the visiting team had a higher ranking. Thus, height appears to be positively related to authority in professional refereeing.     

Genetic Influence Helps Explain Variation in Human Fertility: Evidence From Recent Behavioral and Molecular Genetic Studies

To search for genetic influence on human fertility differentials appears inconsistent with past empirical research and prior interpretations of Fisher's fundamental theorem of natural selection. We discuss Fisher's theorem and give reasons why genetic influences may indeed account for individual differences in human fertility. We review recent empirical studies showing genetic influence on variance in fertility outcomes and precursors to fertility. Further, some of the genetic variance underlying fertility outcomes overlaps with that underlying fertility precursors. Findings from different cultures, different times, different levels of data, and both behavioral and molecular genetic designs lead to the same conclusion: Fertility differentials are genetically influenced, and at least part of the influence derives from behavioral precursors that are under volitional control, which are themselves genetically mediated.     

Patterns of learning in family therapy training

This study presents the results of an evaluation of two cohorts of trainees who had completed a 2-year training program in family therapy. The 15 trainees were assessed in the areas of perceptual/conceptual, intervention/executive skills and personal development both pre- and post-training. Although the group results showed skill acquisition in all areas assessed, the individual results revealed a complexity in performance glossed over by the group analysis. Trainees' learning commenced from different baselines, advanced at different rates, and there was a marked discrepancy between self-reports of improvements (or otherwise) and the results of the observer-rated measures. We recommend that increasing attention be paid to individual differences in learning styles in training and in evaluation.     

工作价值观的研究进展与展望

工作价值观是指超越具体情境,引导个体对与工作相关的行为与事件进行选择与评价,指向希望达到的状态与行为的一些重要性程度不同的观念与信仰。最近学者们越来越关注工作价值观的研究,内容主要涉及工作价值观的结构、测量、与其他相关构念的关系,以及跨文化、跨代际差异等方面的内容。本文对最近几年工作价值观的研究进展进行了全面的总结,并且分析了不同性别、行业、代际、国家地区人群的工作价值观差异。最后指出,今后的研究需要进一步关注工作价值观测量工具的跨文化适用性、工作价值观的匹配性及其变化机制等问题。     

The role of individual differences in visual\verbal information processing preferences in visual\verbal source monitoring

Researchers have long sought to understand individual differences in false memory susceptibility. One particularly interesting direction in this area looks at individual differences in visual versus verbal styles of information processing. Prior work linking individual differences in these cognitive styles with false memory susceptibility has been mixed, likely due to a lack of research that distinguishes between visual and verbal styles as independent factors. The current study addresses this issue by linking independent visual and verbal scores on the Style of Processing scale with performance on a Picture-Word source-monitoring task in which 82 participants indicated if various objects were previously presented to them as words or images. The results of this study show that higher visual style of processing preferences are associated with improved levels of visual source-monitoring ability as indexed by a reduced number of source-monitoring errors involving the misattribution of verbally presented items to a visual source.     

The assistant referees’ activity in refereeing elite football: Preoccupations when not judging offside

ObjectiveThe purpose of this research was to study the preoccupations assistant referees had to participate in decision making about duels during football games.DesignResearch adopted a phenomenological framework to investigate the assistant referees’ lived experiences in order to understand their activity when they judged duels in match.MethodThis study investigated six professional football matches. Researchers conducted a participatory observation of the refereeing team before each match. Twelve self-confrontation interviews with each assistant referee of each match were conducted in order to make him/her describing his/her unfolding lived experience during the match.ResultsIn case of players’ duels, the perception of contextual cues enabled the assistants to appraise the occurring of a decision process with the central referee. For the assistants, the occurring of a decision process with the central referee meant his priority to intervene in the adjudication of duels, while the absence of decision process with the central referee meant for the assistants the possibility to intervene. The assistants adjusted their way of judging duels to how the central referee judged the previous ones.ConclusionsThe participation of assistants in decision making about duels depends on their preoccupations concerning the central referee’s priority. The way assistants perceive the central referee’s contextual judgment shapes the way they adjudicate duels. A latent intention to coordinate with the central referee, in relation with their collaborative tasks, is embedded in their preoccupations. Our results are a platform to develop further research about the referees’ collective activity.     

领导干部的人格特点与工作绩效的关系：QZPS与NEO PI-R的比较

研究旨在探讨基层党政领导干部的人格特点与工作绩效之间的关系。中国人人格量表（QZPS）测量的人格的七个维度及其18个次级因素均与工作绩效的维度存在不同程度的相关,其中处世态度、人际关系和外向性与任务绩效绩效相关最高,处世态度、情绪性和行事风格与个人品质绩效绩效相关最高,而情绪性与他人评定绩效相关最高。人格因素可以解释自我评定绩效31. 7% ~ 49. 9%的变异,可以解释他人评定绩效6. 3% ~ 12. 8%的变异。而采用NEO PI-R测量人格时,所解释的工作绩效的变异只有QZPS的1/3左右。文中还讨论了工作绩效和人格结构的文化意义以及本土化研究的重要性     

Sex differences in responses to the stranger in the strange situation

Children are exposed to differences in adult interactive styles from an early age. The Ainsworth Strange Situation. designed as a standard measure to activate attachment behaviors in the young child, allows us to examine the child's reaction to individual differences in strangers' styles. In the present study, the effect of 11 different strangers was examined to determine if different stranger styles influenced the scoring of behavioral ratings of the child's behavior in the Strange Situation. Boys and girls reacted differently to the different strangers. Eighteen-month-old children showed more variations in their reactions to different interactional styles than did 12-month-olds. Boys showed more resistance and avoidance to strangers who used more direction and initiation. Girls did not react this way. The results are discussed in terms of the child's expectations of sex-determined styles of interaction learned from past social interactions.This research was supported by Grant MH 37911 to the senior author from the Behavioral Sciences Research Branch, Family Processes Division, NIMH, U.S. PHS and Grant HD 17571 from the National Institute of Child Health and Development.     

Effect of environmental factors and individual differences on subjective evaluation of human-like and conventional automated vehicle controllers

Achieving optimal performance in human-machine systems, such as highly automated vehicles, relies, in part, on individuals’ acceptance and use of the system, which is in turn affected by their enjoyment of engaging with, or experiencing, the system. This driving simulator study investigated individuals’ real-time subjective evaluation of four different Automated Vehicle (AV) driving styles, in different environmental contexts. Twenty-four participants were recruited to manually drive a contextually rich simulator environment, and to experience human-like and non-human-like AV driving styles, as well as the automated replay of their own manual drive. Their subjective real-time feedback towards these driving styles was analyzed. Our results showed that participants gave higher positive feedback towards the replay of their own drive, compared to the other three controllers. This difference was statistically significant, when compared to the high-speed controller (named as Fast), particularly for sharp curves. With respect to the replay of their own drive, participants gave higher negative feedback when navigating an Urban environment, compared to Rural settings. Moreover, changes in roadside furniture affected individuals’ feedback, and this effect was more prominent when the vehicle was driving closer to the edge of the road. Based on our results, we conclude that individuals’ perception of different AV driving styles changes based on different environmental conditions, including, but not limited to, road geometry and roadside furniture. These findings suggest that humans prefer a slower human-like driving style for AV controllers that adapts its speed and lateral offset to roadside objects and furniture. Investigating individual differences in AV driving style preference showed that low Sensation Seeking individuals preferred the slower human-like controller more than the faster human-like controller. Consideration of this human-centered feedback is important for the design of future AV controllers, to enhance individuals’ ride experience, and potentially improve acceptance and use of these vehicles.     

Individual differences in coping with criticism of one's physical appearance among Taiwanese students

When someone is criticized for some failure or deficiency, he or she is faced with a dilemma about whether or how to respond. To date, most research on responses to criticism has adopted a communication approach and has focused on general social complaints. The present study instead adopted the perspective of stress and coping and aimed to delineate possible responses to criticism pertaining to one's physical appearance. We investigated the efficacy of three coping styles, namely acceptance, avoidance, and retaliation in explaining emotional reactions towards such criticism, and we additionally controlled for personality characteristics, in particular assertion and harmony beliefs. A sample of Taiwanese university students (N = 300) was surveyed for their coping styles and psychological outcomes, and personality traits were examined as possible predictors of response options. We found that (1) acceptance, retaliation, and avoidance were three broad coping styles in this problematic social situation; (2) the individual trait of assertion was negatively related to the use of avoidance, while harmony beliefs were positively related to acceptance and avoidance, but negatively related to retaliation; and (3) the use of acceptance and avoidance were positively related to positive emotions, whereas retaliation was positively related to negative emotions. Males tended to use more acceptance. Implications of these findings were discussed in relation to existing studies of communication, stress and coping. Possible influences of the Chinese collectivist culture on people's responses to criticism were also delineated, such as valuing interpersonal harmony and face-work in social situations.     

Characterisation of motorway driving style using naturalistic driving data

The study of measurable differences between drivers has ramifications for several sub-fields in traffic and transportation research. Better understanding of the variability in individual driving styles would be especially useful for understanding driver preferences, psychological mechanisms for vehicle control and for developing more realistic traffic simulations. In our study based on a large naturalistic data set, we investigated the driving style of 76 individuals driving in a motorway setting. We discovered that the majority of between-driver variation in keeping longitudinal and lateral safety margins, lane changing frequency, acceleration and speed preference, can be reduced to two dimensions, which we interpret as habitualised motives centred around mental effort and expediency.     

Gender Differences in Leadership Styles as a Function of Leader and Subordinates' Sex and Type of Organization

The main purpose of this study is to investigate gender differences in leadership styles and in organizational outcome variables, together with the influence of organizational/contextual variables on leadership styles in female and male participants in Spain. The sample comprised 226 participants (35 leaders and 191 subordinates) belonging to 35 work teams. The general findings show that only 2 of the 10 tested leadership styles are different for female and male leaders. Specifically, subordinates rate female leaders as more autocratic and negotiating than men, and this evaluation varies according to the subordinates' sex. We also found that some differences in the rating of female and male leaders depend on whether the organization is stereotypically feminine or masculine.