A League of Their Own? Evaluating Justifications for The Division of Sport into ‘Enhanced’ and ‘Unenhanced’ Leagues

Cheating through the use of illegal performance enhancements (such as doping) is a persistent problem in sport. It has been suggested that one response to this problem is to separate sport into two parallel leagues. One league would resemble sport as it is currently practised – i.e. with restrictions on use of particular enhancements – and the other would not possess these restrictions, allowing those that wish to use currently illegal enhancements to do so. In this paper I articulate the ‘two leagues’ proposal further and subject it to critical scrutiny. The proposal fails. It does so by failing to address conceptual confusion regarding enhancement use in sport; by replicating in the new league the current problems associated with enhancement-based cheating; and by creating new problems. In an attempt to revive it I describe other possible justifications for the proposal, based on its promotion of personal autonomy, and rights-based justifications. These fail, with the exception of a group right claiming provision of the enhanced league as a participatory good. I conclude that this latter use of the proposal is the only sensible one, but it nevertheless faces significant obstacles.     

Using a Sharp Instrument to Parse Apart Strategy and Consistency: An Evaluation of PPT and Its Assumptions

Potential Performance Theory (PPT) is a general theory for parsing observed performance into the underlying strategy and the consistency with which it is used. Although empirical research has supported that PPT is useful, it is desirable to have more information about the bias and standard errors of PPT findings. It also is beneficial to know the effects of violations of PPT assumptions. The authors present computer simulations that evaluate bias and standard errors at varying levels of strategy, consistency, and number of trials per participant. The simulations show that, when the assumptions are true, there is very little bias and the standard errors are low when there are moderate or large numbers of trials per participant (e.g., N = 50 or N = 100). But when the independence assumption is violated, PPT provides biased findings, although the bias is quite small unless the violations are large.     

The Test–Retest Reliability and Predictive Validity of a Battery of Newly Developed Occupational Performance Assessments

The Canadian Occupational Performance Measure was used as a tool to compare goals for intervention identified by seven clients living in a long-term residential program and diagnosed with schizophrenia, with their goals as identified by the occupational therapist. In-depth interviews were conducted in conjunction with the use of the Canadian Occupational Performance Measure. Data analysis revealed an overarching theme that described the clients' concerns as, “I want to accomplish goals outside of the residence program.” During the analysis, however, the data revealed that the occupational therapist primarily focused her attention on goals to be achieved within the residence program, emphasizing programming and symptom management as each client's priorities for intervention, rather than community involvement. The findings reveal how data from the Canadian Occupational Performance Measure was used to reveal client/therapist disconnect in goal setting and the need to continue to examine client-centered practices in mental health settings.     

The Continuing Role of Hardiness and Grit on Performance and Retention in West Point Cadets

Being an army reservist involves stress and uncertainty. While some individuals use exercise to cope with stress, no previous research has ever studied the relationship between army reservists exercise habits and perceived stress. The current study examined the hypothesis that Israeli army reserves in combat roles would report greater perceived stress and (to cope with the stress) exhibit more intensive exercise habits, as well as higher risk for exercise addiction, than the army reserves who are in a non-combat (i.e., office job) role and controls who are not in the army reserve. Participants (n = 277) completed questionnaires assessing their regular exercises habits, perceived stress, and risk for exercise addiction. The results showed that combat reserves scored higher on all dependent measures than non-combat reserves and controls. Perceived stress accounted for 38.8% to 56.6% of the variance in the risk of exercise addiction. Findings suggest that Israeli army reserves in combat role exercise more, for longer episodes, with greater reported intensity, and are at a greater risk for exercise addiction than the reserves in non-combat roles and controls. The higher risk for exercise addiction in the combat reserves, accompanied by a lower predictive power of the perceived stress, reflects a weaker association between these two variables in this group, most likely because combat reserves feel obliged to be physically fit in case of active deployment. This is the first study to show that differences in reservists’ roles is associated with different levels of risk for exercise addiction.     

Construct Validity of Parent Ratings of Inhibitory Control

Recent literature has emphasized the need to examine executive functions (EF) in children using multiple sources, including both parent rating and performance-based measures. Computerized Go/No-Go tests, including commercially available continuous performance tests (CPTs), represent one of the most commonly used methods of assessing inhibitory control—a variable central to the executive function construct. We examined the relationship between parent ratings of inhibitory control and CPT performance in two mixed clinical samples. Experiment 1 examined 109 children ages 6–18 using the Behavior Rating Inventory of Executive Function (BRIEF; Gioia, Isquith, Guy, & Kenworthy, 2000) and the Conners' CPT-II (Conners, 2000). In this sample, ratings on the BRIEF Inhibit scale (mean T-score?=?62.3) were significantly higher than the CPT-II commissions score (mean T-score?=?50.7; p < .0001); and the BRIEF and CPT-II scores were not highly correlated (r?=???.12). Experiment 2 examined a sample of 131 children ages 7–18 using the BRIEF and the Tests of Variables of Attention (TOVA; Greenberg, 1996). In this sample, parent ratings on the BRIEF Inhibit scale (mean T-score?=?56.8) were similar to TOVA commissions scores (mean T-score?=?58.6; p?=?.33), although still poorly correlated (r?=??.02). Factor analyses exploring covariance between BRIEF scales CPT-II variables (Experiment 1) and between BRIEF and TOVA (Experiment 2) yielded similar findings. In both experiments, all eight BRIEF scales loaded on a single factor, with no overlap with either the CPT-II or the TOVA. In mixed outpatient clinical samples, the BRIEF appears to measure different elements of inhibitory control than those assessed by computerized continuous performance tests.     

Detecting performance invalidity in children: Not quite as easy as A,B, C, 1, 2, 3 but automatized sequences appears promising

In adult populations, embedded performance validity indicators are well established, as they are time efficient, resistant to coaching, and allow for more continuous monitoring of effort than standalone measures. Although several recent studies have demonstrated the appropriateness of using standalone validity tests with school-age children, a paucity of pediatric work has examined embedded indicators. The present study investigated the value of a simple automatized sequences task to detect performance invalidity in 439 clinically referred patients with mild head injury aged 8 through 17 years. Sixteen percent of the participants failed the Medical Symptom Validity Test (MSVT). Thirteen percent failed the MSVT and also performed below established cutoffs on either the Test of Memory Malingering or Wechsler Digit Span subtest. The group classified as providing invalid data performed significantly worse than the group passing the MSVT across all sequencing conditions. Sensitivity and specificity for the total time on the sequencing task compared favorably to data produced for many respected adult-based embedded indicators (i.e., sensitivity around 50% when specificity ≥ 90%). Classification statistics for any embedded performance validity test can be expected to be worse in more severely affected populations; however, the current sequencing task appears to have value in detecting invalid performance in relatively high-functioning older children and adolescents. The fact that the task takes less than a couple of minutes to administer makes it especially appealing.     

The roles of hopeful thinking in preventing problems and enhancing strengths

From its most famous tale, that of Pandora, hope was meant to prevent the emergence and reemergence of life difficulties. A new model defining hope as a combination of agentic pathways and goal-directed thinking is reviewed. Comparisons of the similarities of this theory to other existing theories are made. The beneficial roles of hope in primary (before the appearance of a problem) and secondary (after a problem has appeared) prevention are explored. Primary enhancement is introduced as involving those thoughts and actions that establish optimal functioning and satisfaction. Secondary enhancement is posited to describe those thoughts and actions that are undertaken over time so as to further functioning and satisfaction in order to reach peak levels. Using hope theory as a lens, these primary and secondary enhancement processes are described. The natural synergy between prevention and enhancement activities is discussed, along with the future priorities for using hope in prevention and enhancement efforts.     

Research note: A motivational perspective on change processes and outcomes

A reengineering process in a chemical plant with technostructural and human-process-oriented interventions was analysed in order to develop and test a generalized expectancy?–?valence-theory model for participation in the change process and effective change. It was assumed that both supervisory support and favourable colleagues' change attitudes enhance one's change motivation, and participation in the change process, by increasing participation opportunities, and positive attitudes toward change. In turn, employee participation should have a positive impact on outcomes of the change process. After 2 years of restructuring, 104 employees participated in the evaluation of the change process. Path analyses revealed results that supported our model by and large. Employee participation in the change process predicts positive organizational effects. Favourable change attitudes as well as perceived participation opportunities, and supervisory support, which were integrated into one scale, predict the degree of employee participation. The latter also showed a direct path to organizational effects.     

The consequences of engagement: The good,the bad,and the ugly

This commentary reflects on the nuanced nature of the consequences of engagement, focusing on the positive and negative impact of engagement on performance, family relationships, and job crafting. The goal of the commentary is to further stimulate research on these emerging topics.     

The role of personal resources in explaining well-being and performance: A study among young veterinary professionals

This study examines the role of three personal resources (i.e., proactive behaviour, reflective behaviour, and self-efficacy) in the Job Demands–Resources (JD-R) model in order to predict self and other ratings of performance. The sample consisted of 860 Dutch veterinary professionals and 170 colleagues. We hypothesized and found that work engagement mediates the relationship between job as well as personal resources and extrarole performance and the relationship between job resources and work engagement. Although hypothesized, we found no support for the mediating role of exhaustion in the relationship between job demands as well as personal resources and inrole performance. Moreover personal resources were directly related to in- and extrarole performance. In conclusion, the study expands the JD-R model by integrating personal resources at a behavioural level and performance measures in the model, and shows that personal resources have a mediating and initiating role in explaining work engagement and performance in young veterinary professionals.