Does Test Anxiety Bias Scholastic Aptitude Test Performance by Gender and Sociocultural Group?

This study examines the commonly held contention that test anxiety may serve as a source of bias in the scholastic aptitude test performance of gender and ethnic minority groups. In addition, this study examines sex and sociocultural group differences in the level and pattern of test anxiety among Israeli college students. The sample was composed of 163 male and 198 female students sitting for scholastic aptitude tests routinely administered to all student applicants as part of their college admissions procedures. About 67% were of Western cultural extraction whereas the remainder were of Eastern extraction. Significant differences in text anxiety scores for males and females were observed, with greater sex group differentiation on the Emotionality than on the Worry scale. Test anxiety scores were not discernible by ethnicity or social class. Furthermore, test anxiety was not differentially related to aptitude test scores by sex or sociocultural group membership. Thus, this study lends little evidence to the common contention that test anxiety differentially debilitates the aptitude test scores of females and ethnic minority student candidates.     

Does Avatar Appearance Matter? How Team Visual Similarity and Member–Avatar Similarity Influence Virtual Team Performance

This multimethod study investigated how avatar appearance influences virtual team performance. This study is the first to integrate the framework of social identity model of de‐individuation effects (SIDE) and Self‐Identification theory, using “morphing” techniques. Results were obtained from a 2 (team visual similarity: dissimilar vs. similar team avatars) × 2 (member–avatar similarity: cartoon avatars vs. avatar similar to self) experiment (N = 240). The findings indicated that teams using “morphed team avatars,” which combined both a high degree of team visual similarity and member–avatar similarity in their appearances, performed best on the task, and showed greater social attraction than teams in the other conditions. Moreover, content analysis of the chat conversations revealed that these teams interacted more strategically and expressed a greater motivation to solve the task.     

Does Teaming Obscure Low Performance? Exploring the Temporal Effects of Team Performance Diversity

Organizations are increasingly using team-based projects to achieve goals. As such, it is important to understand how team members (e.g., their differences) influence team outcomes such as effectiveness. In the present study, we examine performance diversity, differences in members’ past performance, as an antecedent to team effectiveness. In addition, we assessed the length of time the group performed together as a moderator and social loafing among members as a mediator of the performance diversity—team effectiveness relationship. Using multisource data for 673 individuals in 139 project teams, we found that performance diversity had an increasingly negative effect for groups that were together longer. Specifically, greater diversity resulted in more social loafing, thereby diminishing team satisfaction and supervisor-rated team performance.     

Specific Aptitude Theory Revisited: Is There Incremental Validity for Training Performance?

There has been controversy over the years about whether specific mental abilities increment validity for predicting performance above and beyond the validity for general mental ability (GMA). Despite its appeal, specific aptitude theory has received only sporadic empirical support. Using more exact statistical and measurement methods and a larger data set than previous studies, this study provides further evidence that specific aptitude theory is not tenable with regard to training performance. Across 10 jobs, differential weighting of specific aptitudes and specific aptitude tests were found not to improve the prediction of training performance over the validity of GMA. Implications of this finding for training research and practice are discussed.     

Analyzing Team Performance: In the Eye of the Beholder?

The effect of team-member experience was examined in relation to perceptions of importance of teamwork behaviors during an analysis of team performance. Impor- tance ratings were collected from military aircrews (i.e., two-member teams) from three distinct types of aircraft. Results indicated that when assessing team behavior importance, less experienced team members weighted difficulty of performing team behaviors more heavily, whereas more experienced team members weighted time spent performing team behaviors more heavily. Implications for analyzing team performance, with respect to the process of conducting such analyses and the type of information collected, are discussed.     

Are Better Workers Also Better Humans? On Pharmacological Cognitive Enhancement in the Workplace and Conflicting Societal Domains

The article investigates the sociocultural implications of the changing modern workplace and of pharmacological cognitive enhancement (PCE) as a potential adaptive tool from the viewpoint of social niche construction. We will attempt to elucidate some of the sociocultural and technological trends that drive and influence the characteristics of this specific niche, and especially to identify the kind of capabilities and adaptations that are being promoted, and to ascertain the capabilities and potentialities that might become diminished as a result. In this context, we will examine what PCE is, and how and why it might be desirable as a tool for adaptation within the workplace. As human beings are, or at least should be allowed to be, more than merely productive, able-bodied and able-minded workers, we will further examine how adaptation to the workplace niche could result in problems in other domains of modern societal life that require the same or other cognitive capabilities. In this context we will also focus on the concept of responsibility and how it pertains to PCE and the modern workplace niche. This will shed some light on the kind of trends related to workplace niche construction, PCE and capability promotion that we can expect in the future, and on the contexts in which this might be either beneficial or detrimental to the individual as a well-rounded human being, and to other members of society.     

Are Men Better Leaders? An Investigation of Head Coaches’ Gender and Individual Players’ Performance in Amateur and Professional Women’s Basketball

Male-dominated industries such as sport contain stereotypical and subjective notions of leadership ability (Burton et al. 2009; Fink 2008). These gender stereotypes often manifest themselves within varying levels of leadership, but specific to the sport industry, they are the most visible within the head coach role. Men hold the majority of head coach positions within the professional and amateur levels of sport, and these hiring practices can be based on gender-role stereotypes (Acosta and Carpenter 2014). In an attempt to challenge stereotypical gender based leadership preferences, leadership ability and performance should be objectively examined. Therefore, in the present investigation we aimed to examine the presence of gender stereotypes in the sport industry by determining whether the gender of a head coach for two women’s basketball leagues, the Women’s National Basketball Association (WNBA) and the National Intercollegiate Athletic Association (NCAA), impacted individual player performance. Data were collected for 1522 players for 19 WNBA seasons (1997–2015) and 4000 players for three seasons of NCAA Women’s Basketball (2013–2016). Results indicated that head coach gender does not appear to impact individual player performance in the WNBA or in the NCAA thereby providing objective evidence to challenge the traditional gender stereotypes found within the sports industry.     

Does Strengths Use Mean Better Focus? Well-being and Attentional Performance at the Episodic Level

Journal of Happiness Studies - Positive psychology postulates that using one’s strengths can facilitate employee well-being and performance at work. However, whether strengths use is...     

Communication and Performance in Co-Located and Distributed Teams: An Issue of Shared Mental Models of Team Members?

The aim of the present study was to test whether the shared mental models of team members have an effect on team performance, communication, and physical arousal in two distributed teams in pursuit of a common goal. A sample (N = 15) of newly formed navy teams was compared with a sample (N = 13) of seasoned navy teams. The results showed that familiar teams displayed higher performance levels, faster reaction times, more accuracy, and greater mission success compared to unfamiliar teams. A significant shift in communication strategy and physiological response (heart rate) was observed between the teams and from baseline to low workload. Implications for team training are discussed.     

Are There Gender Differences in the Relationship Between Academic Performance and Social Behavior?

A growing body of research suggests that peer-related communication skills and experiences may facilitate academic achievement, especially in the college environment. However, there is substantial evidence that men and women differ in peer-related interaction skills and patterns, suggesting that there may be gender differences in the relationship between academic performance and interaction with peers. Thus far, only one study has systematically examined this gender difference: that of Nezlek, Wheeler, and Rets. In their 1990 work, they reported data that they interpreted as supporting the existence of gender differences in the relationship between the scholastic performance of college students and aspects of their social interactions. The current article presents a reanalysis of their data, snowing that there are no gender differences in the relationship between academic achievement and social participation. This article also reports a study assessing gender differences in relationships between academic performance and loneliness, communication skills, and social acceptance. Participants (208 college students) completed the revised UCLA loneliness scale, tasks assessing five communication skills, and sociometric measures providing multiple indices of social acceptance. Cumulative grade point averages (GPAs) were obtained from the university registrar. Although several significant associations were detected between CPA and the loneliness and communication skill measures, no gender differences in the associations were found. The results are discussed in terms of relationships between the orientations that students exhibit toward peers and their studies.     

The Invisible Eye? Electronic Performance Monitoring and Employee Job Performance

To enhance employee performance, many organizations are increasingly using electronic performance monitoring (EPM). The relationship between the frequency of EPM use and employee performance is examined in 2 field studies. In Study 1, which uses a unique longitudinal data set, results reveal that shorter time lags between 2 consecutive employee performance assessments are related to better task performance as indicated by call quality metrics. A second field study using matched supervisor–employee and EPM system data is conducted in 2 call centers to extend these results and to focus more directly on the supervisors’ use of EPM and its relationship with additional performance criteria: counterproductive work behaviors (CWBs) and organizational citizenship behaviors (OCBs). Results indicate that more frequent supervisory use of EPM is associated with better task performance and OCB. However, supervisory use of EPM was not significantly related to CWB.     

Are Auditory Distractions Disturbing and Detrimental to the Performance of Expert Golfers? A Field Experiment

Although auditory distractions are prevalent and often seen as a threat to performance, relatively few studies have explored distraction effects in an applied sport context. This field experiment examined expert golfers' (n = 36) competitive performance in a normal and a distracting condition. The results displayed similar performance in the two conditions. Participants' responses to a postcompetition questionnaire generally suggested that they found auditory distractions below moderately disturbing and detrimental to their performance. Overall, our results contradict the popular consensus that distractions are disturbing and detrimental in motor performance contexts.     

The Team Personality–Team Performance Relationship Revisited: The Impact of Criterion Choice,Pattern of Workflow,and Method of Aggregation

Using meta-analytic evidence, this study tested trait- and task-based theoretical approaches to team personality management, using both team behaviors and team outcomes as criteria. Trait theories state that maximization of the team trait is harmful for Extroversion (complementary team fit) but beneficial for Conscientiousness, Agreeableness, and Emotional Stability (supplementary fit). Task-based theories state that tasks with few work exchanges are best reflected by mean trait scores, whereas tasks with frequent work exchanges are best represented by other types of scores (e.g., minimum score). Correlations between different aggregations of team personality and team performance were coded, as well as the study criterion choice and the pattern of workflow (as moderators). Partial support for both trait and task theories were found. Team Conscientiousness and Agreeableness provided supplementary fit primarily with team behaviors, but there was mixed evidence that Extroversion provided complementary fit. Furthermore, minimum and variance measures of the team trait related to team performance in tasks with frequent work exchanges, but not in tasks with few work exchanges. Results suggest several limitations with existing measurement methods, which are discussed.     

Are Truth and Reference Quasi-Disquotational?

In a number of influential papers, Hartry Fieldhas advanced an account of truth and referencethat we might dub quasi-disquotationalism. According to quasi-disquotationalism, truth and reference are to be explained in terms of disquotationand facts about what constitute a goodtranslation into our language. Field suggeststhat we might view quasi-disquotationalism aseither (a) an analysis of our ordinarytruth-theoretic concepts of reference andtruth, or (b) an account of certain otherconcepts that improve upon our ordinaryconcepts. In this paper, I argue that (i) ifthe view is understood along the lines of (a)it fails, and (ii) if it is construed along thelines of (b) it is, at best, under-motivated.     

Are Feminism and Competition Compatible?

Contemporary feminist interest in the persistent underrepresentation of women in top professions suggests an implicit approval of the competition required to achieve these posts. Competition, however, seems to be in tension with feminist opposition to domination and oppression. This paper outlines the dimensions of this tension and examines three attempts to resolve the incompatibility. The first two try to separate the undesirable elements of competition from the positive by way of the competitiveness/competition and the challenge/scarcity distinctions. I argue that these distinctions fail to alleviate worries about competition, particularly in the context of the professions. Meanwhile, the third reconciliatory attempt offers a pragmatic argument for compatibilism based on the value of women's participation in the professions (and their associated competitions). Although this pragmatic argument has some merit, I argue that it significantly overestimates the amount of competition acceptable for feminist participation. The end result is that, within the context of the professions, competition remains fundamentally in tension with feminism.     

Are Workplace Friendships a Mixed Blessing? Exploring Tradeoffs of Multiplex Relationships and their Associations with Job Performance

Theory and research note the ubiquity of multiplex workplace friendships—multifaceted relationships that superimpose friendship with work‐focused interactions—but it is unclear how they compel or hinder job performance. In a study of insurance company employees (n = 168), we found that the number of multiplex workplace friendships in one's social network is positively associated with supervisor ratings of job performance. However, we also found that there is a negative indirect effect on job performance through emotional exhaustion, which is offset, in part, through enhanced positive affect. Results of a second study of restaurant and retail sales employees (n = 182) provide greater insight into the positive and negative effects of multiplex workplace friendships. Specifically, these relationships enhanced job performance through trust but detracted from job performance through maintenance difficulty. Collectively, our results illustrate that having a large number of multiplex friendships at work is a mixed blessing. Although the provision and restoration of resources fostered by multiplex relationships benefits employee job performance, these benefits are muted somewhat by the personal resources they deplete.