Experimental design: Problems in understanding the dynamical behavior-environment system

In this paper, I attempt to describe the implications of dynamical approaches to science for research in the experimental study of behavior. I discuss the differences between classical and dynamical science, and focus on how dynamical science might see replication differently from classical science. Focusing on replication specifically, I present some problems that the classical approach has in dealing with dynamics and multiple causation. I ask about the status and meaning of "error" variance, and whether it may be a potent source of information. I show how a dynamical approach can handle the sort of control by past events that is hard for classical science to understand. These concerns require, I believe, an approach to variability that is quite different from the one most researchers currently employ. I suggest that some of these problems can be overcome by a notion of "behavioral state," which is a distillation of an organism's history.     

Control by reinforcers across time and space: A review of recent choice research

Reinforcers affect behavior. A fundamental assumption has been that reinforcers strengthen the behavior they follow, and that this strengthening may be context‐specific (stimulus control). Less frequently discussed, but just as evident, is the observation that reinforcers have discriminative properties that also guide behavior. We review findings from recent research that approaches choice using nontraditional procedures, with a particular focus on how choice is affected by reinforcers, by time since reinforcers, and by recent sequences of reinforcers. We also discuss how conclusions about these results are impacted by the choice of measurement level and display. Clearly, reinforcers as traditionally considered are conditionally phylogenetically important to animals. However, their effects on behavior may be solely discriminative, and contingent reinforcers may not strengthen behavior. Rather, phylogenetically important stimuli constitute a part of a correlated compound stimulus context consisting of stimuli arising from the organism, from behavior, and from physiologically detected environmental stimuli. Thus, the three‐term contingency may be seen, along with organismic state, as a correlation of stimuli. We suggest that organisms may be seen as natural stimulus‐correlation detectors so that behavioral change affects the overall correlation and directs the organism toward currently appetitive goals and away from potential aversive goals. As a general conclusion, both historical and recent choice research supports the idea that stimulus control, not reinforcer control, may be fundamental.     

Estimating Between-Person and Within-Person Subscore Reliability with Profile Analysis

Subscores are of increasing interest in educational and psychological testing due to their diagnostic function for evaluating examinees' strengths and weaknesses within particular domains of knowledge. Previous studies about the utility of subscores have mostly focused on the overall reliability of individual subscores and ignored the fact that subscores should be distinct and have added value over the total score. This study introduces a profile reliability approach that partitions the overall subscore reliability into within-person and between-person subscore reliability. The estimation of between-person reliability and within-person reliability coefficients is demonstrated using subscores from number-correct scoring, unidimensional and multidimensional item response theory scoring, and augmented scoring approaches via a simulation study and a real data study. The effects of various testing conditions, such as subtest length, correlations among subscores, and the number of subtests, are examined. Results indicate that there is a substantial trade-off between within-person and between-person reliability of subscores. Profile reliability coefficients can be useful in determining the extent to which subscores provide distinct and reliable information under various testing conditions.     

Friend or Foe? The Promise and Pitfalls of Using Social Networking Sites for HR Decisions

The Internet has changed many Human Resource (HR) practices, and techniques such as online job postings and testing have become quite common in HR. However, the use of social networking websites such as Facebook, MySpace, LinkedIn, and Twitter for recruiting, hiring, or terminating individuals is relatively new, but their use for these purposes is clearly growing while research on these practices is lacking. Many questions about using these sites for HR practice have yet to be addressed, including questions about the validity and usefulness of information obtained on these sites, applicant perceptions of employers’ use of these sites, and the legality of using these sites, among others. The current study describes issues associated with using social networking websites for recruiting, staffing/selection, and discipline/termination, and provides recommendations for future research studies in this area.     

An integrative typology of personality assessment for aggression: implications for predicting counterproductive workplace behavior

This study presents an integrative typology of personality assessment for aggression. In this typology, self-report and conditional reasoning (L. R. James, 1998) methodologies are used to assess 2 separate, yet often congruent, components of aggressive personalities. Specifically, self-report is used to assess explicit components of aggressive tendencies, such as self-perceived aggression, whereas conditional reasoning is used to assess implicit components, in particular, the unconscious biases in reasoning that are used to justify aggressive acts. These 2 separate components are then integrated to form a new theoretical typology of personality assessment for aggression. Empirical tests of the typology were subsequently conducted using data gathered across 3 samples in laboratory and field settings and reveal that explicit and implicit components of aggression can interact in the prediction of counterproductive, deviant, and prosocial behaviors. These empirical tests also reveal that when either the self-report or conditional reasoning methodology is used in isolation, the resulting assessment of aggression may be incomplete. Implications for personnel selection, team composition, and executive coaching are discussed.