Specific and general transfer of perceptual-motor skills and learning between sports: A systematic review

ObjectivesSport developmental models contend that participating in different sports promotes expertise development, implying positive skill transfer between sports. This study conceptualizes and examines how specific and general transfer occur and interact between sports in the short- (skill transfer) and long-term (learning transfer). Specific transfer is predicated on the perception and utilisation of specifying information in a transfer task, while general transfer relies on non-specifying, "general" information. Furthermore, the study examined how certain conditions (affordance similarity, perceptual-motor exploration and expertise) promote the transfer process.DesignSystematic literature review.MethodsAn electronic search was performed on SPORTDiscuss, Pubmed/MEDLINE, and Scopus. Studies were included if participants performed a transfer task in a sport different to the sport they learned a skill in.ResultsA total of 17 studies of low-to-moderate quality were included. Most studies showed specificity of transfer between sports with overlapping affordances and generality of transfer between sports with no overlapping affordances (for a given skill). Only 2 studies examined how perceptual-motor exploration supported specific transfer, and 2 examined transfer for (subsequent) learning with contrasting results. Six studies indicated an expertise effect, showing higher transfer in skilled vs less-skilled athletes.ConclusionsThis review provides a conceptualization of specificity and generality of transfer, and initial evidence on how transfer emerges between sports in the short-term. It provides little information on the general-specific interaction in the short-term, and does not provide any insights on how transfer emerges in mid- and long-term. As such, no inference regarding sport developmental models can be made. The low-to-moderate quality of the studies requires caution in interpreting these findings. We encourage future research to investigate general and specific transfer longitudinally, recruiting populations with different expertise levels to further advance our current understanding.     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

Specific relationships between job demands, job resources and psychological outcomes and the mediating role of negative work-home interference

This study among 115 US and 260 Dutch nurses and nurse assistants tested a theoretically derived model of specific relationships between work characteristics and two theoretically distinct outcomes (i.e., emotional exhaustion and job satisfaction). Furthermore, the mediating role of negative work-home interference (NWI) in this context was examined. It was hypothesized that emotional exhaustion is related to job demands (i.e., psychological and emotional demands), and that job satisfaction is primarily associated with job resources (i.e., job control). Workplace social support was proposed to relate to both outcomes. In addition, we expected NWI to partially mediate the hypothesized relationships. Finally, we expected this pattern to be similar across the two samples. Structural equation modeling (LISREL) indicated (1) that our postulated model largely fitted to the data in both samples (same pattern), and (2) that NWI partially mediated the relationship between psychological job demands and emotional exhaustion in the Dutch sample. It can be concluded that the results supported our proposed pattern of specific relationships and, to a lesser extent, the partial mediating role of NWI. Practical implications and methodological limitations were discussed.     

A multiple-level examination of job activities and employee outcomes

Prior research has investigated relationships between job activities and employee outcomes, but multiple levels of analysis considerations often have been overlooked. In a study of a police organization, three theoretical perspectives were examined, and multiple levels of analysis were considered conceptually and empirically, to better specify and test associations between activities and outcomes. Results from Within and Between Analysis (WABA) suggested that relationships between law enforcement and resource control job activitiesand employee outcomes of attention, latitude, and involvement operated at multiple levels of analysis. The associations were based on differences between individuals, work groups, and job-based collectives (job families). Implications for future research and practice are discussed.     

An examination of blue- versus white-collar workers’ conceptualizations of job satisfaction facets

This study examined the degree to which blue- versus white-collar workers differentially conceptualize various job facets, namely the work itself, co-workers, supervisors, and pay. To examine these potential differences, we conducted a series of analyses on job satisfaction ratings from two samples of university workers. Consistent with the study hypothesis, results revealed that blue- and white-collar workers held different conceptualizations regarding the nature of co-workers, pay, and the work itself, but not of supervisors. In general, more dimensions for each facet emerged for the white-collar workers, suggesting that these individuals possess more differentiated and multidimensional evaluations of these job facets than do blue-collar workers. Discussion focuses on the meaning and implications of the findings.     

DNA markers associated with general and specific cognitive abilities

Multivariate quantitative genetic research suggests a hierarchical model of cognitive abilities where genetic effects are largely general, cutting across most cognitive abilities. Some genetic effects, however, are specific to certain cognitive abilities. These results lead to a hypothesis for molecular genetic research: Although most genes associated with one cognitive ability will be related to other cognitive abilities, some genes will be specific to a particular cognitive ability. The current research explored this hypothesis in an analysis of data in specific cognitive abilities from 86 children from 6 to 12 years of age from a larger allelic association study of general cognitive ability. Eight DNA markers were entered simultaneously in separate multiple regression analyses predicting each of four specific cognitive ability factors (Verbal, Spatial, Perceptual Speed, Memory), as well as WISC-R subtest scores. Four marjers (CTGB33, EST00083, HLA, and SOD2) showed similar effects across the cognitive ability scales, suggesting that they are related to general cognitive ability (g). These associations became negligible when the effects of ‘g’ (WISC-R IQ) were removed. Three markers (ADH5, DM, and NGFB) continued to be significantly associated with specific cognitive ability scales after the effects of ‘g’ were removed. Although preliminary, these molecular genetic results support the hierarchical model predicted by quantitative genetic research.     

A critical examination of Michael Polanyi's conception of skills

In this paper I will consider some of the main issues in Michael Polanyi's discussion of ‘Skills’ from Chapter 4 of his book Personal Knowledge published in 1958.The concept of ‘skill’ features prominently in psychological theories of human performance in activities such as games, gymnastics, swimming and dance; such theories are often applied to other spheres of human activity in which issues about skill acquisition arise. It is not surprising to discover that skill theory is considered to be essential to the study of human movement and physical education. Physical education teachers in schools have consistently maintained that ‘skill acquisition’ is a major objective for the P.E. curriculum — see Kane 1974. Yet concepts such as ‘skill’, ‘ability’ and ‘know-how’ are constituent features of practical knowledge therefore the notion of ‘skill acquisition’ on its own will not do as a curriculum objective since all instances of skill and practical knowledge are specific to their contexts, namely, to different practical activities. If particular activities are valued in schools in the pursuit of children's learning and education it seems necessary to clarify the epistemological features of such activities in order to understand what it means to teach them and what it means for children to learn and know-how to perform them successfully. It is in these respects that the concept of ‘skill’ in different human activities should attract the interest of physical education students. In order to draw attention to major features of Polanyi's thesis on the nature of ‘skill’ I shall consider the relevance of his ideas about skill and knowledge in relation to human action theory. I suggest that misconceptions may arise in teaching and learning theories relating to ‘playing soccer’ if the basic underlying ideas about ‘skill’ in human activities are inconsistent with ideas about human action or, say, practical reasoning. It is this issue that is not, in my view, attended to by Polanyi in his discussion of ‘skill’. Thus, if my criticisms of Polanyi's ideas are shown to be valid it will be necessary, by implication that is, to exercise caution before any attempt is made to use his thesis as a basis from which to formulate ideas about teaching skills and skill acquisition. The extensive use I make of quotations from Polanyi's writings is necessary because it is towards Polanyi's use of language in his explanation of ‘skills’ that much of my criticism is directed. It is hoped that what follows may provide students of human movement and physical education with an insight into Polanyi's view of ‘skills’ in particular and to issues related to skill theory and human action in general.     

The Meta-Contrast Technique: relationships with personality traits and cognitive abilities in healthy women

The relationship between test results from the Meta-Contrast Technique (MCT) and self-reports from Karolinska Scales of Personality (KSP), or the State Trait Anxiety Inventory (STAI-T), was investigated in 100 healthy women. Additionally, it was investigated whether age and cognitive abilities influenced the reports of picture recognition thresholds in the MCT. The results showed no agreement between the different ways to assess anxiety and defensiveness. However, age consistently predicted later reports of the perceptual recognition thresholds A1 (the car), A2 (the face) and C-phase. The WAIS-R Digit Symbol Score predicted earlier reporting of the recognition thresholds A1 and A2, but did not predict the final criteria for correct recognition (C-phase). The KSP aggression factor only predicted an earlier report of recognition threshold A2. The absence of a simple relationship between the different ways to assess anxiety and defensiveness, and the observed relationships regarding perceptual threshold levels, corroborates previous findings.     

Recovery during the weekend and fluctuations in weekly job performance: A week‐level study examining intra‐individual relationships

For most employees, the weekend offers the opportunity to recover and unwind from demands faced during the working week. In this study, first, we examined which factors contribute to employees' successful recovery during the weekend. Second, we investigated if being highly recovered after the weekend benefits different dimensions of job performance during the week. Using a within‐person design we conducted a week‐level study with 133 employees over four working weeks. Participants responded to weekly web‐based surveys at the beginning and at the end of the working week. Hierarchical linear modelling showed that psychological detachment, relaxation, and mastery experiences during the weekend predicted the state of being recovered at the beginning of the working week. The state of being recovered in turn predicted fluctuations in weekly task performance, personal initiative, organizational citizenship behaviour, and low perceived effort. Our results stress the importance of recovery during the weekend for both the individual and for organizations.     

Job and educational level of company managers: their relations with job satisfaction

In a previously published study, we used a Satisfaction Inventory to measure the job satisfaction of managerial staff (the Inventaire de Satisfaction Appliqué aux Cadres , ISAC). The method of construction and certain metric qualities of the inventory were explained (Frances, 1983).     

Self-evaluation of abilities: accurate self-assessment versus biased self-enhancement

Past research indicates that individuals are keenly aware of the diagnostic implications of their performance. Theories differ, however, in regard to how this awareness influences task choice. According to the self-assessment view, individuals choose tasks that are maximally informative of abilities, regardless of self-esteem implications. According to the self-enhancement view, task choice is often mediated by a concern for self-esteem protection. In the first study, subjects chose among eight forms of a cognitive abilities test that varied in their diagnosticity of success, diagnosticity of failure, and difficulty. In accordance with the self-assessment view, test choice was found to be positively related to diagnosticity of success and, to a lesser extent, diagnosticity of failure. Test choice was also dependent on the interaction of diagnosticity and difficulty in a manner that was more consistent with the self-assessment view. In a second study that provided more precise measurement of perceived diagnosticity and expected success, results indicated that the motives for self-assessment and self-enhancement were each reliably related to task preference. Of the two, self-assessment motivation was a stronger determinant of task preference. Taken together, these results suggest that task choice is governed largely by a concern for accurate self-appraisal. Additional results, however, indicate that current models may require revisions that take into account the less-than-accurate appraisal of diagnosticity.     

A multitrait-multimethod examination of affect structure: hedonic level and emotional intensity

Past research on the personality structure of affect suggests that hedonic level and emotional intensity are two separate major dimensions. The present study employed a multitrait-multimethod approach to verify this finding. Seventy-four University of Illinois students completed daily mood reports and self-report questionnaires, and their parents completed a questionnaire about them. Both hedonic level and intensity measures were used. The convergent validities (monotrait-multimethod correlations) were all significant and tended to be highest for emotional intensity. The multitrait-monomethod coefficients were nonsignificant, as were the correlations based on different measures of different traits. The data were interpreted as supporting the distinction between hedonic level and affect intensity, as well as supporting the validity of the measures.     

Chameleonic obsessive job passion: demystifying the relationships between obsessive job passion and in-role and extra-role performance

In seeking to address the theoretical ambiguity regarding how and when obsessive job passion (OJP) leads to work performance, we integrate both self-verification and person–environment (P-E) fit perspectives to propose and test a moderated mediation model linking OJP to performance. We argue that OJP is indirectly related to co-worker-rated in-role and extra-role performance through self-verification, and these indirect links are conditioned by perceived demands–abilities (D-A) fit and needs–supplies (N-S) fit. Results from 190 healthcare professionals and their co-workers collected at three different time periods revealed the contrasting roles played by these two moderators. Individuals with higher OJP self-verify more when they perceive low D-A fit, but self-verify less when they perceive high N-S fit, whereas the opposite holds true for high D-A fit and low N-S fit. Contrary to predictions, negative relationships were found between self-verification and both types of performance. Specifically, OJP is associated with greater in- and extra-role performance (because of reduced self-verification) under high perceived D-A but low N-S fit, whereas the opposite results are observed under low perceived D-A and high N-S fit. The findings underscore the contingent nature of OJP and contribute to job passion, self-concept, and person–environment fit research.     

Team roles: Their relationships to character strengths and job satisfaction

Well-functioning teamwork has frequently been linked to increased work satisfaction and performance. However, there is a paucity of research on the different types of roles in teams. Recently, a new model of role behavior in teams was proposed (comprising seven such team roles: Idea creator, information gatherer, decision-maker, implementer, influencer, energizer, and relationship manager), but an assessment instrument was lacking so far. The present study describes the construction of an instrument for the assessment of these roles in two samples (N = 291 and 274) and examines their relationships with character strengths and job satisfaction. Results show that the team roles are positively related to job satisfaction and most character strengths. The findings support the important role of character strengths in work-related settings and lay ground for further studies on team roles.     

Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance

Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects.     

Regulatory job stressors and their within-person relationships with ego depletion: The roles of state anxiety,self-control effort,and job autonomy

Our research aimed at disentangling the underlying processes of the adverse relationship between regulatory job stressors and ego depletion. Specifically, we analyzed whether state anxiety and self-control effort would mediate the within-person relationships of time pressure, planning and decision-making, and emotional dissonance with ego depletion. In addition, we also tested potential attenuating effects of situational job autonomy on the adverse effects of regulatory job stressors on state anxiety, self-control effort, and ego depletion. Based on an experience sampling design, we gathered a sample of 97 eldercare workers who provided data on 721 experience-sampling occasions. Multilevel moderated serial mediation analyses revealed that time pressure and emotional dissonance, but not planning and decision-making, exerted significant serial indirect effects on ego depletion via state anxiety and self-control effort. Finally, we found conditional serial indirect effects of all three regulatory job stressors on ego depletion as a function of job autonomy. Theoretical implications for scholarly understanding of coping with regulatory job stressors are discussed.     

Structural equation models of relationships between exercise and cognitive abilities

Data were obtained from 300 men and women aged 55 to 91. Separate structural equation models of relationships between physical exercise and 3 cognitive performance variables--reaction time, working memory, and reasoning--fit the data well. Other variables in the models were age, health, education, and morale. Age and exercise affected each performance variable directly; education had a direct effect on reasoning only. There were also indirect effects of age and health on performance variables, mediated through exercise. The main hypothesis of the study, that exercise contributes to performance, was supported. A large decrease in model fit resulted when the path from exercise to each performance variable was deleted. Hypotheses that age-related deficits are primarily accounted for by lack of exercise or by poor health were not supported.