Quitters would not prosper: Examining the relationship between online assessment performance and assessment attrition behavior

Hiring managers are often hesitant to implement online assessments over concerns that higher‐quality candidates are more likely to quit lengthy assessment batteries than lower‐quality candidates. In this paper, we present the results of two studies that collectively challenge this assumption. In Study 1, data from 327,517 job‐seekers spanning eight hiring contexts showed that assessment performance was negatively associated with subsequent assessment attrition behavior. In Study 2, we replicated this pattern of effects in two additional samples comprising 1,844,604 applicants for hourly associate positions, and 18,937 applicants for nursing positions. Collectively, these findings suggest that some degree of attrition may ultimately benefit, rather than harm, organizations using prehire assessments.     

Interval estimation for linear functions of medians in within-subjects and mixed designs

The currently available distribution-free confidence interval for a difference of medians in a within-subjects design requires an unrealistic assumption of identical distribution shapes. A confidence interval for a general linear function of medians is proposed for within-subjects designs that do not assume identical distribution shapes. The proposed method can be combined with a method for linear functions of independent medians to provide a confidence interval for a linear function of medians in mixed designs. Simulation results show that the proposed methods have good small-sample properties under a wide range of conditions. The proposed methods are illustrated with examples, and R functions that implement the new methods are provided.     

Experimental evaluation of matching via a commercially available basketball video game

Many recent nonlaboratory-based quantitative analyses of behavior have relied on archival competitive sporting data. However, the ratio-based reinforcement schedules in most athletic competitions and the correlational nature of archival data analyses raise concern over the contributions of such findings to the behavior analytic literature. The current experiment evaluated whether matching in a human operant paradigm would approximate matching observed in nonlaboratory-based sports data. To this end, we used in-game attributes to parametrically manipulate 2- and 3-point shooting in a commercially available basketball video game. The behavior of 6 of 9 participants conformed to the generalized matching equation. These results suggest matching in sporting contexts may be a product of restricted nonindependent concurrent random-ratio schedules. Implications of this experiment, including those in applied behavior analysis and potential influence on gamification, are discussed.     

Weapons used in prison assault: A profile of four Florida prisons

The purpose of this study was to investigate the incidents of inmate aggression that resulted in violence within four Florida Correctional Institutions. The prisons differ structurally and in classification of inmates — two are medium and two are close custody (high) security prisons. The study investigated the type of weapon used in relation to the propensity for and frequency of noncollective (inmate-to-inmate or inmate-to-staff) violent incidents at the two types of prisons. The result indicated that the scope and nature of assault varied greatly from prison to prison mostly as a result of freedom of movement to make weapons and the security classification of the inmates housed.     

Naturalistic versus experimental approaches to aggression; theoretical and methodological issues

Various strategies to study human aggression are described, accompanied by a discussion of four major issues. It is concluded that the three major goals of research, precise measurement, realism, and generality, cannot be achieved in a single study or series of studies using only one paradigm. Investigators of a particular problem need to develop a research program that incorporates a number of strategies; hypotheses generated “in the street” need to be tested in the laboratory and vice versa.     

条件推理:“演绎”与“概率”两种实验研究范式之比较

本研究通过推理心理学研究中的“演绎”和“概率”两种实验范式设计对同一个班级的大学生参与者(实验一中N=57,实验二中N=43)进行先后两次有关条件推理的实验研究后,得出如下主要结果:(1)推理者在对不同的“纯形式条件命题本身的认可度”以及对由它们各自建构的同类型推理题的推理结果之间的作答反应模式之间的差异都很小且具有较高的一致性;(2)对由不同的“含具体内容的假言命题”本身的认可度之间以及由它们建构的同类型条件推理题的推理结果之间具有较大的差异性;(3)推理者对“演绎”和“概率”两种不同实验范式分别建构的内容近似的推进题进行推理时具有大致相同的作答反应趋势。由此可以推论推理者在“概率推理实验范式”中的作答或推理结果可以被视为只是对“演绎推理实验范式”的相应推理题给出“概率解”的心理加工过程。     

Maximizing data quality and shortening survey time: Three-form planned missing data survey design

Simulation studies have shown the three-form planned missing data design efficiently collects high quality data while reducing participant burden. This methodology is rarely used in sport and exercise psychology. Therefore, we conducted a re-sampling study with existing sport and exercise psychology survey data to test how three-form planned missing data survey design implemented with different item distribution approaches effect constructs’ internal measurement structure and validity. Results supported the efficacy of the three-form planned missing data survey design for cross-sectional data collection. Sample sizes of at least 300 (i.e., 100 per form) are recommended for having unbiased parameter estimates. It is also recommended items be distributed across survey forms to have representation of each facet of a construct on every form, and that a select few of these items be included across all survey forms. Further guidelines for three-form surveys based upon the results of this resampling study are provided.     

团队工作重塑的形成与影响机制

团队工作重塑是影响团队有效性的关键性因素。基于工作设计理论和团队运作模型, 提出了一个关于团队工作重塑的前因后果的理论模型, 旨在建立团队工作重塑的逻辑关系网络。首先, 对团队工作重塑的概念和内涵进行分析, 并探讨测量工具的维度。接着从多层分析视角, 考察领导行为、工作特征、团队人格构成、人力资源管理系统对团队工作重塑的影响, 以及团队主动性动机状态中介作用。最后分析团队工作重塑对团队有效性的作用机制。     

The Use of Multitrait–Multimethod Data for Detecting Nonlinear Relationships: The Case of Psychological Climate and Job Satisfaction

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the true shape of relationships. Using hierarchical regression analyses and a multitrait–multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs.