Expertise effects on decision-making in sport are constrained by requisite response behaviours – A meta-analysis

ObjectivesA quantitative review of the effects of requisite responses and methods of stimulus presentation for assessing decision-making expertise in sport was undertaken.DesignAn electronic literature search was conducted in the online databases: SPORTDiscus with Full Text and ISI Web Knowledge All Databases. Articles for analysis were selected according to prior defined criteria.MethodsWe considered 111 effect sizes in studies involving 882 expert and non-expert participants. Effect sizes were calculated for six common protocols for measures responses: verbalized knowledge, eye movement measures, decision time, response accuracy, movement accuracy, and movement time. Two moderator variables were also considered to assess effects of research protocols on the dependent variables: “the requisite response” and “stimulus presentation”. A random effect model was used to calculate effect sizes.ResultsAnalysis of moderator variables suggested that expertise effects were more apparent for “requisite responses” when participants were required to actually perform sporting actions and for “stimulus presentation” under in situ task constraints than for other conditions.ConclusionsFuture empirical work on expertise and decision-making needs to consider task representativeness in considering requisite responses of participants in simulating performance environment conditions. Use of representative task constraints with performers required to perform sport actions in in situ conditions appeared the most functional empirical protocols to enhance validity of data.     

In Search of True Causes:

The present investigation sought to obtain empirical data that either directly supports or refutes the popular assumption that communication is an essential element of effective decision making. Specifically, it reports three phases of study that attempt to determine whether the variance in group decision making is best accounted for by noninteraction or interaction sources. Phase 1 examines the relationship among group member ability, communication opportunity, and decision performance. Phase 2 examines the relationship among group member ability, qualities of group communication, and decision performance. Phase 3 examines the relationship among fulfillment of communication functions requisite to decision-making efficacy, group member ability, and decision performance. In Phase 1, a strong independent main effect for communication opportunity was found; whereas in Phase 2 we discovered classification and explanatory effects for three facets of interaction quality—“evaluation of task-relevant issues,”“goal-directed communication,” and “idea development”—and in Phase 3 no classification or explanatory effects for either of the communication functions examined was found. Open channels of communication and high quality task-oriented discussion that focused on issue evaluation and task accomplishment facilitated group performance in light of the effects of group potential.     

多决策方法多交流方式的群体决策比较

采用人员选拔的实验室模拟实验,以160名被试组成40个4人群体,对4种决策方法和2类交流方式的群体决策进行了比较。结果发现（1）决策方法和交流方式对于讨论过程的信息交流具有显著影响;（2）以计算机为中介进行决策的被试知觉到的任务难度要高于面对面决策条件;决策方法对于群体成员有关实验任务难度知觉具有主效应;交流方式和决策方法对于群体决策过程满意感和结果满意感没有显著影响;（3）在以投票轮次来表明群体达成一致意见所需时间上,决策方法对于投票轮次具有显著影响。恶魔式辩护、辨证式查询两种方法下所需的投票轮次多于专家意见法和自由讨论法的投票轮次。     

Cognitive Diversity and Consensus in Group Decision Making: The Role of Inputs, Processes, and Outcomes

This study contributes to the new and growing body of research on shared cognition by examining how individuals entering a group decision-making context with different perspectives of the issues to be discussed arrive at cognitive consensus. Cognitive consensus refers to similarity among group members regarding how key matters are conceptualized and was operationalized as shared assumptions underlying decision issues in the present research. Utilizing 37 student groups participating in a multi-issue decision-making exercise, the study investigated antecedents and correlates of cognitive consensus. Results revealed that unanimity decision rule groups achieved more cognitive consensus than majority rule groups. In addition, group members inquiring concerning the reasons underlying others' decision preferences, accepting others' viewpoints as legitimate, and incorporating others' perspectives into their own interpretations of the issues was positively related to arriving at a greater degree of cognitive consensus. Cognitive consensus also positively influenced expectations regarding decision implementation and satisfaction.     

GROUP COMMUNICATION AND PROBLEM-SOLVING EFFECTIVENESS: AN INVESTIGATION OF GROUP PHASES

The present study sought to determine whether “successful” problem-solving groups can be distinguished from “unsuccessful” problem-solving groups on the basis of the phases that characterize their problem-solving discussion. The results, while based on a limited sample of nine groups, provide strong evidence to indicate that no single uniform sequence of phases is necessarily associated with either “successful” or “un-successful” group problem-solving. Rather, the study found that both “successful” and “unsuccessful” groups take their own unique “paths” to solving their problems, perhaps depending on the conditions and circumstances present at critical points in the problem-solving process. Interestingly, however, while the study discovered that there are several different sequences of phases associated with both “successful” and “unsuccessful” group problem-solving, a comparison of those different sequences revealed one general difference. Specifically, it was discovered that “successful” groups tend to begin their discussion by attempting to analyze the problem before attempting to search for a viable solution to it, while “unsuccessful” groups tend to begin the discussion by immediately attempting to search for a viable solution to the problem before attempting to analyze the problem.     

群体决策过程中的信息取样偏差

一般认为,决策群体的优势是能综合各个成员拥有的不完整信息,形成对所有决策备择方案的无偏差的认识,从而作出最佳选择。但“群体讨论中的有偏差信息取样模型’认为,群体在决策中往往表现出倾向于讨论两种信息：(1)各成员讨论前都拥有的信息;(2)支持成员在讨论前所偏好的信息。该实验通过模拟人员选拔决策形式的实验室实验,对这一模型的假设进行验证。研究结果表明,大多数群体选择了一开始受到大多数成员支持的候选人,而非实际的最佳人选;群体讨论非但未纠正,反而加强了成员对候选人原有的歪曲印象。     

Gaining and losing social support: Momentum in decision-making groups

This paper addressed the question, is there a momentum effect in decision-making groups? That is, does movement toward a decision alternative encourage further similar movement? In the first two of three experiments, the movement of group members toward or away from a subject's preference was manipulated while holding constant the content of group discussion. The only significant effect of such shifts in position was an antimomentum effect; e.g., subjects were less likely to move toward an alternative which had gained a supporter than if no such shift in position had occurred. These experiments also demonstrated that the inverse relationship between overall level of support and likelihood of changing one's position (the “strength-in-numbers” effect) was not solely attributable to larger factions' ability to generate more arguments than smaller factions. In a final experiment, subjects were given an opportunity to defend their preference; under these conditions, the loss of a supporter might result in momentum-producing attributions (e.g., my arguments are unconvincing). However, these experimental conditions did not produce a momentum effect. Analyses of the content of subjects' speech paralleled the data on opinion change in these and previous studies—subjects were much more sensitive to current levels of support than to changes in the level of support. The antimomentum effect observed in Experiment 2 was attributed to a sensitivity to both one's current and past levels of support in the group.     

Group Communication and Decision-Making Performance A Continued Test of the Functional Perspective

The purpose of this investigation was to demonstrate that group decision-making performance is contingent on the effective or ineffective satisfaction of important decisional functions. The investigation involved three related studies. In the first study, an attempt was made to confirm the existence of systematic relationships between the quality of group decisions and the satisfaction of four functional requirements. The results supported the existence of significant positive relationships between group decision-making performance and the satisfaction of these decisional functions. In the second study, an attempt was made to establish the independent main effects of each of those four functions. Using a three-dimensional interaction coding scheme, it was found that variations in group decision quality can be independently accounted for by the quality of interaction in regards to three functions—problem analysis, evaluation of positive qualities, and evaluation of negative qualities. In the third study, an attempt was made to demonstrate that the quality of group decisions can be traced to the effective or ineffective satisfaction of decisional functions. The results provide conclusive evidence (at least at the level of primary reasoning), that the quality of a group's decision is a direct result of the group's ability (or inability) to perform important decisional functions. Taken as a whole, the studies thus offer continued support for the functional perspective.     

奖赏和损失情境下男性海洛因戒断者的风险决策缺陷

摘 要 采用修改版的多伦多赌博任务考察决策情境对海洛因戒断者风险决策的影响。研究结果主要发现,海洛因戒断者在损失情境下的风险寻求决策比率与吸毒年限显著正相关,这种相关提示了风险决策背景下海洛因成瘾者持续使用毒品与其较低的损失敏感性之间的复杂交互作用。其次,海洛因戒断者在做出风险决策后收到消极反馈时的风险规避倾向可以负向预测其风险寻求决策比率,这可能进一步反映了海洛因戒断者风险感知的钝化或其对消极反馈信息的整合加工存在异常。     

情境对“热情优先效应”的影响——基于同伴提名法的检验

本研究同时从热情和能力维度独立和互依视角,采用同伴提名法考察社交与工作导向情境对“热情优先效应”的增强与削弱作用。结果发现：（1）社交导向情境下表现出明显的“热情优先效应”;（2）工作导向情境对能力的突显效应与“热情优先效应”的表现相反：在热情与能力独立视角下,情境的削弱效应使得“热情优先效应”无法表现;而在热情与能力互依视角下,“热情优先效应”则强于情境对其的削弱效应。     

Released Time for Faculty Advising: The Impact upon Freshmen

During the academic years 1964-65 and 1965-66, six Macalester College faculty members were given released time to devote to academic advising. One hundred-twenty “experimental group” freshmen were randomly selected from the classes entering Macalester in the fall of 1964 and 1965 and were assigned (10 men and 10 women) to each adviser. The remaining freshmen in each class comprised the “control group” and were assigned to advisers with full teaching loads. Data collected in the spring of 1966 indicated that the students in the experimental group were more satisfied with their faculty advisers, but there were no significant differences between the two groups on: (a) rate of retention; (b) grade point average; (c) level of aspiration; (d) satisfaction with college; (e) perception of the campus.     

Collaborative planning and prediction: Does group discussion affect optimistic biases in time estimation?

Intuition and previous research indicate that individuals commonly display an optimistic bias in time prediction. The present studies extend research on task completion forecasts to examine tasks performed collaboratively by groups, and predictions generated through group discussion. Participants predicted—individually and collaboratively—when they would complete upcoming group projects ranging from brief laboratory tasks to extensive real-world projects, and their actual completion times were measured. Results supported the three guiding hypotheses. First, there was an optimistic bias for both individual (Studies 1 and 2) and group predictions (Studies 1–3). Second, predictions generated through group discussion were more optimistic than those generated individually. Third, this “group accentuation” effect was mediated by the informational focus at the time of prediction. Group discussion heightened participants’ tendency to focus primarily on factors promoting successful task completion, and this selective focus on “planning for success” enhanced their optimistic outlook. Discussion centers on theoretical contributions to the individual and group decision making literatures, as well as applied implications for planning and forecasting within organizational contexts.     

‘If something doesn’t look right,go find out why’: how intuitive decision making is accomplished in police first-response

ABSTRACT

Intuition is an important mechanism by which organizational actors make significant decisions; however, precisely how intuitive decisions are taken is not well understood and hence is worthy of closer scrutiny. First-response decisions, because of the conditions under which they are executed, offer researchers an interesting and relevant context for the study of intuitive decision making in organizations. We used qualitative methods to explore how “peak performing” police officers used intuition in first-response decisions. Our findings show that intuition’s role in first-response occurs in two differing but complementary ways: “recognition-based intuition” and “intuition-based inquiry”. This finding builds on previous intuition research and informs current debates in behavioural sciences regarding “default-intervention” versus “parallel-competitive” variants of dual-process theory; it also reveals how a complex and situated mix of intuition and analysis can guide effective decision making and support peak performance in uncertain, dynamic and complex environments that typify many organizational decision processes. Our findings contribute to intuition research by extending the current theory of “intuition-as-expertise” in going beyond a simple “recognize-and-respond” model. We propose a “Perceiving-Knowing-Enacting-Closing” framework which captures the complex role that intuition in combination with analysis plays in police first-response decisions, and discuss implications for decision-making policies and practices in organizations.     

Group discussion and first advocacy effects in computer-mediated and face-to-face decision making groups

This study examines whether the first group member to advocate a position in the group publically has disproportionate influence on the group decision, and whether group discussion by computer mail or face-to-face determines the extent of the first advocate's influence. Possible explanations of first advocacy influence were tested in an experiment that allowed simultaneous observation of three independent variables: (1) assignment of first advocate (self-selected/randomly assigned), (2) early discussion before advocacy (discussion/no discussion), and (3) mode of communication (face-to-face/electronic mail). It was assumed that a first advocate effect exists if the group choice is closer to the first advocates' stated positions than to the group's average pregroup preferences. An “influence” hypothesis predicts that first advocates who self-select will be closer to the group decision than average pregroup preferences because these are first advocates most likely to persuade other members of the group. A “listening” hypothesis predicts that first advocates who hear an early group discussion will be closer to the group decision than average pregroup preferences because these first advocates are able to anticipate the group decision as a result of listening to what is communicated in group discussion. The results indicated strong support for the “listening” hypothesis. When groups held early discussions before someone advocated a position, the first advocate effect was observed; when groups did not hold early discussions but began their task by having someone advocate a position, there was no first advocate effect. The data suggest that the content and tone of electronic group discussions was qualitatively different from face-to-face group discussions, but the process of group decision making in both conditions was about the same. The implications of these results for group discussion and computer-mediated group decision making in organizations are discussed.     

The effects of the sex composition of groups on style of social interaction

Bales's revised interaction category analyses (1970) were done from audio tapes of 77 four-person discussion groups: 46 mixed-sex groups, 15 female groups, and 16 male groups. Each group discussed three cases for a total of 35 minutes. The hypothesis tested was that females in mixed-sex groups would suppress their level of “task” contribution and engage in higher levels of “socioemotional” contributions when compared to the performance of women in one-sex groups. Males were also predicted to become more sex-role stereotyped in mixed-sex groups, showing the opposite effect. Results showed large sex differences, regardless of group composition, in the direction of traditional sex roles. The effect of group composition, however, was opposite to that predicted. An effect of an experimental intervention during the second discussion topic on subsequent sex-role performance was also found. Implications for education are discussed.     

A Component Analysis of Marriage Enrichment: Information and Treatment Modality

Two primary components were identified in marriage enrichment programs: information about marital life (or none) and discussion among married couples (or none). Student couples (N = 36) volunteered for a marriage enrichment program and were assigned to one of four conditions: (1) assessment only, (2) information only (received by couples), (3) an unstructured discussion group, and (4) a structured group with both information and group discussion. Information had little apparent effect on couples, but discussion in groups improved couples' marriage satisfaction and their sexual and intellectual intimacy throughout the study relative to couples not receiving group discussion. Improvement was thought to be due to the group discussion heightening couples' attention to how they use their time as a couple.     

不胜任专家对团队互动模式的影响:团队成员补偿效应

团队中专家的作用日益受到关注,而不胜任专家对于团队互动模式的影响鲜有研究。采用实验室任务团队,通过对专家胜任力进行精确操纵,研究发现不胜任专家团队条件下出现了明显的"成员补偿效应"。即普通成员的主导行为和功能性行为显著增加;影响力水平显著提升。同时,普通成员影响力水平受到领导开放性的调节。只有在高领导开放性的团队中,普通成员对不胜任专家的补偿效应才能发挥作用。     

Member Preferences for Discussion Content in Anticipated Group Decisions: Effects of Type of issue and Group Interactive Goal

Preferences for discussion content in three future group decision-making sessions were sought from individuals. Each session would deal with a different topic, and discussion would be limited to content items to be determined by compiling individual-member item rankings. Topics varied in the degree to which they were judgmental or intellective. An induced interactive goal stressed either group relations (group goal) or decision quality (task goal). For each topic, subjects ranked 12 potential discussion items, 6 reflecting normative and 6 informational material. Normative material was preferred if the anticipated topic was clearly judgmental, and informational material was preferred for an intellective topic, agreeing with prior research in which actual discussion followed the same type of issue-influence mode pattern. When given false feedback regarding the items (predominantly normative or informational) that had been chosen by compiling members' votes, subjects were most satisfied if selections were congruent with their interactive goal, that is, if they anticipated discussing normative items under a group goal and informational items under a task goal. In sum, preference for normative versus informational content in an anticipated discussion was driven by issue type, but satisfaction with expected content was driven by interactional goal. Though preferred influence mode in anticipated group decisions was affected by whether conditions fostered concern for group relations versus gathering facts, specific manifestations (ranking or satisfaction) varied with invoking conditions (issue type or goal).     

INCREASING APPOINTMENT KEEPING BY REDUCING THE CALL-APPOINTMENT INTERVAL

We examined the effect of reducing the interval between a patient's call for an appointment and the appointment itself. In Experiment 1, patients calling a family planning unit of a public health department were assigned appointments within either 1 or 3 weeks of their call. Data on patient “shows” and “no-shows” were recorded weekly for 6 weeks. Show rates for those in the 1-week appointment group were significantly higher than those in the 3-week group. In Experiment 2, patients were assigned to appointment dates either the next operating clinic day (next-day group) or 2 weeks from the call date (2-week group). Show rates for those in the next-day group were significantly better than show rates for patients in the 2-week group. Clinic productivity, time spent with patients, and consumer satisfaction were also assessed. Implications for appointment scheduling are discussed.