Faktorenanalytische Untersuchungen zur Differenzierungshypothese der Intelligenz: Die Leistungsdifferenzierungshypothese

Ohne ZusammenfassungIn gekürzter Form anläßlich der 5. Tagung experimentell arbeitender Psychologen am 10. 4. 1963 in Tübingen vorgetragen.     

Searching for reliable relationships with statistics packages: an empirical example of the potential problems

Many social scientists appear to possess an overconfidence in the reliability of research results from a single, small-sample, inferential study. In this article, the authors speculate that "user-friendly" statistics packages have the potential to exacerbate statistical misinterpretation by providing researchers with a tool to explore data easily and identify what is interpreted as "reliable" relationships. This article contains an empirical demonstration of the potential problems that arise when a large number of statistical tests are interpreted. Results show that statistically significant results may be unreliable. Also, a zero relationship can erroneously appear as a medium to large effect size relationship when a small sample is used (e.g., n = 30). The authors suggest the need for multiple replications as the criterion of a reliable finding.     

Evaluating gene x psychological risk factor effects in the pathogenesis of anxiety: a new model approach

The present study evaluated the singular and interactive effects of a functional polymorphism (variation) in the serotonin transporter (5-HTT) gene and a psychological trait (anxiety sensitivity [AS], i.e., fear of arousal symptoms) in predicting subjective and physiological responses to a 35% carbon dioxide (CO2) challenge in a community sample (N = 72). Genotypes were divided into 2 groups in accord with prior research. Findings were partially supportive of the hypothesized risk model. These indicated that the Group L genotype (homozygous for the 1 allele), compared with the Group S genotype (homozygous for the s allele plus heterozygous individuals), predicted greater fearful response to the biological challenge. There was also an AS x Genotype interaction predicting heart rate variability (HRV) in response to the CO2, suggesting that high AS plus Group L status predicts decreased HRV.     

Visual perception of mean relative phase and phase variability

Perception of relative phase and phase variability may play a fundamental role in interlimb coordination. This study was designed to investigate the perception of relative phase and of phase variability and the stability of perception in each case. Observers judged the relative phasing of two circles rhythmically moving on a computer display. The circles moved from side to side, simulating movement in the frontoparallel plane, or increased and decreased in size, simulating movement in depth. Under each viewing condition, participants observed the same displays but were to judge either mean relative phase or phase variability. Phase variability interfered with the mean-relative-phase judgments, in particular when the mean relative phase was 0 degrees. Judgments of phase variability varied as a function of mean relative phase. Furthermore, the stability of the judgments followed an asymmetric inverted U-shaped relation with mean relative phase, as predicted by the Haken-Kelso-Bunz model.     

Diagnosing agoraphobia in the context of panic disorder: examining the effect of DSM-IV criteria on diagnostic decision-making

A diagnostic and statistical manual (DSM)-IV diagnosis of agoraphobia in the context of panic disorder (PD) is based on three nosologically sufficient criteria: (1) avoidance, (2) use of companions, and (3) endurance of situations despite distress. Therefore, an agoraphobia diagnosis can be made across an extremely broad range of cases including when there are no avoidance behaviors (e.g., the patient endures the situation). It was hypothesized that clinicians do not weight these criteria equally and that the DSMs individual, sufficient criteria lead to poor inter-rater reliability. Clinicians (N=48) rated hypothetical patients with symptom profiles emphasizing each of these three criteria. Consistent with expectation, clinicians differentially weighted these criteria. Avoidance was relatively more apt to produce a diagnosis when only one criterion was emphasized in clinical vignettes. Inter-rater reliability was poor in instances when only one sufficient criterion was highlighted. Knowledge concerning DSM criteria resulted in a greater rate of agoraphobia endorsement, but knowledge did not account for the overall pattern of findings.     

Is there a general factor in ratings of job performance? A meta-analytic framework for disentangling substantive and error influences

A database integrating 90 years of empirical studies reporting intercorrelations among rated job performance dimensions was used to test the hypothesis of a general factor in job performance. After controlling for halo error and 3 other sources of measurement error, there remained a general factor in job performance ratings at the construct level accounting for 60% of total variance. Construct-level correlations among rated dimensions of job performance were substantially inflated by halo for both supervisory (33%) and peer (63%) intrarater correlations. These findings have important implications for the measurement of job performance and for theories of job performance.     

Especial skills: their emergence with massive amounts of practice

Differing viewpoints concerning the specificity and generality of motor skill representations in memory were compared by contrasting versions of a skill having either extensive or minimal specific practice. In Experiments 1 and 2, skilled basketball players more accurately performed set shots at the foul line than would be predicted on the basis of the performance at the nearby locations, suggesting considerable specificity at this distance. This effect was replicated even when the lines on the court were obscured (in Experiment 2). However, the effect was absent when jump shots were executed in Experiment 3. The authors argue that massive levels of practice at 1 particular member of a class of actions produce specific effects that allow this skill to stand out from the other members of the class, giving it the status of an especial skill. Various theoretical views are proposed to account for the development of these skills.     

Ethnic identification biases responses to the Padua Inventory for obsessive-compulsive disorder

The authors report differential item functioning (DIF) between Black and White participants completing the 60-item Padua Inventory (PI) for obsessive-compulsive disorder (OCD). The authors use an Internet-generated sample that included 105 Blacks, 67 Hispanics, 582 Whites, and 136 additional participants reporting an OCD diagnosis. Factor analysis replicated prior work indicating the PI consists of four factors: contamination fears, checking behaviors, impaired control over thoughts, and fear of losing control over impulses. On the contamination subscale, nonclinical Black and Hispanic mean scores were as high as the OCD group. Comparing Blacks to Whites, the authors applied an item response theory, DIF-graded response model to each factor and found significant DIF on eight items, with biased items in each factor. Results suggest that extraneous factors contribute to racial differences on scores. Cultural practices and fear of being negatively stereotyped may contribute to item bias.     

A multiple-goal, multilevel model of feedback effects on the regulation of individual and team performance

When working as a member of a team, individuals must make decisions concerning the allocation of resources (e.g., effort) toward individual goals and team goals. As a result, individual and team goals, and feedback related to progress toward these goals, should be potent levers for affecting resource allocation decisions. This research develops a multilevel, multiple-goal model of individual and team regulatory processes that affect the allocation of resources across individual and team goals resulting in individual and team performance. On the basis of this model, predictions concerning the impact of individual and team performance feedback are examined empirically to evaluate the model and to understand the influence of feedback on regulatory processes and resource allocation. Two hundred thirty-seven participants were randomly formed into 79 teams of 3 that performed a simulated radar task that required teamwork. Results support the model and the predicted role of feedback in affecting the allocation of resources when individuals strive to accomplish both individual and team goals.     

A counterintuitive hypothesis about employment interview validity and some supporting evidence

This study found mixed support for the hypothesis that the difference in criterion-related validity between unstructured and structured employment interviews is due solely to the greater reliability of structured interviews. Using data from prior meta-analyses, this hypothesis was tested in 4 data sets by using standard psychometric procedures to remove the effects of measurement error in interview scores from correlations with rated job performance and training performance. In the 1st data set. support was found for this hypothesis. However, in a 2nd data set structured interviews had higher true score correlations with performance ratings, and in 2 other data sets unstructured interviews had higher true score correlations. We also found that averaging across 3 to 4 independent unstructured interviews provides the same level of validity for predicting job performance as a structured interview administered by a single interviewer. Practical and theoretical implications are discussed.