RESPONSE TO “STEPS TOWARD A SCIENCE OF FREE WILL”: The Enduring Power of Agency and Control in Theoretical and Applied Psychology

This commentary addresses the origins and trajectory of the concepts of fate, will, agency, and determinism in Asian and Greco-Roman cultures, provides an analysis of the role of these concepts in the evolution of theological doctrine, and discusses the so-called “modern” and “post-modern” trends of both glorifying and gutting the “generic” human being as an agent of existential choice.     

The family practices of service providers for young handicapped children

A survey was distributed to service providers in Connecticut working with newborn to 6-year-old handicapped children to examine the degree to which service activities currently focus on the family. Most service-provision goals elicited by the survey were child-focused clinical goals, but family-focused goals were frequently cited However, 30% reported spending no time with families during a typical week. Published programs or curricula were rarely used. The providers felt they were successfully achieving goals set for families but that they encountered some problems, including a lack of time to work with families. Comparisons were made between those working with children from birth to 3 years of age and those working with children 3 to 6 years of age. Suggestions concerning the implementation of the family-focused agenda were made.     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

The measure of a nation: The USDA and the rise of survey methodology

Survey research has played a major role in American social science. An outgrowth of efforts by the United States Department of Agriculture in the 1930s, the Division of Program Surveys (DPS) played an important role in the development of survey methodology. The DPS was headed by the ambitious and entrepreneurial Rensis Likert, populated by young and talented social scientists getting their first practical experience, and fed by the needs of the US government fighting World War II. The DPS innovations included open-ended interviewing and area probability sampling methodology as illustrated in the War Bond studies and the Master Sample of Agriculture. This paper examines the creation of the DPS, its work, and its legacy.     

Implementing an Autonomy-Supportive Intervention to Develop Mental Toughness in Adolescent Rowers

It was hypothesized that autonomy-supportive coaching behaviors, psychological needs satisfaction, and mental toughness would increase, and controlling coaching behaviors and psychological needs thwarting would decrease following a coach-directed autonomy-supportive intervention. Data related to these hypotheses were collected with coaches (N = 18) and adolescent rowers (N = 61) prior to and following an 8-week intervention, and 8 weeks following the intervention. Coaches were interviewed following data collection about their involvement in the intervention. Results did not support the hypotheses. Qualitative analyses revealed that autonomy-supportive behaviors might not have been adopted due to contextual pressures on the coaches.     

THE BEST AND THE REST: REVISITING THE NORM OF NORMALITY OF INDIVIDUAL PERFORMANCE

We revisit a long‐held assumption in human resource management, organizational behavior, and industrial and organizational psychology that individual performance follows a Gaussian (normal) distribution. We conducted 5 studies involving 198 samples including 633,263 researchers, entertainers, politicians, and amateur and professional athletes. Results are remarkably consistent across industries, types of jobs, types of performance measures, and time frames and indicate that individual performance is not normally distributed—instead, it follows a Paretian (power law) distribution. Assuming normality of individual performance can lead to misspecified theories and misleading practices. Thus, our results have implications for all theories and applications that directly or indirectly address the performance of individual workers including performance measurement and management, utility analysis in preemployment testing and training and development, personnel selection, leadership, and the prediction of performance, among others.