Sporting Integrity,Coherence, and Being True to the Spirit of a Game

Abstract

The term ‘sporting integrity’ is widely used in the normative assessment of sports. The term, however, suffers from a lack of conceptual precision. Alfred Archer’s ‘coherence-view’ of sporting integrity goes a long way to help clarify what ‘sporting integrity’ actually means and the specific institutional and individual obligations that it generates. Archer argues that ‘sporting integrity’ essentially means that the constraints athletes face ‘cohere’, in the sense of applying consistent inefficiencies between athletic competitors. For example, those who use performance enhancing drugs (PEDs) are less constrained than those who do not use PEDs, and thus PED use undermines sporting integrity. This paper presents the argument that over and above competitive coherence, sporting integrity means living up to the ‘spirit’ or ‘ethos’ of a game. The implications of this view are that a sport could have ‘coherent’ competitive constraints and still lack sporting integrity; additionally, a sport could have ‘incoherent’ competitive constraints and still demonstrate sporting integrity. These implications are drawn out relative to the three specific cases that Archer uses to illustrate his coherence view; namely, PED use in professional cycling, ‘tanking’ in Olympic badminton, and the prospect of allowing the Rangers Football Club entrance into the Scottish Premier League without playing through and first winning/qualifying in the lesser leagues.     

Culturally Competent Assessment: More Than Nonbiased Tests

The persistent and unresolved issue of minority disproportionality in special education provides a strong rationale for ensuring that assessment is culturally appropriate and sensitive. An extensive literature on test bias has failed to find evidence of bias sufficient to fully explain disproportional representation of minorities in special education. Yet minorities in this nation, most especially African Americans, have been exposed to a long history of unequal opportunity and oppression, and these inequities continue to be played out in educational settings. In the face of inadequate cultural and educational opportunity, unbiased tests provide an accurate estimate not only of individual capability, but also of the inhospitable conditions that depress that capability. A failure to take differential educational opportunity into account when considering minority test performance may lead to serious errors of test score interpretation. In the face of unequal educational opportunity, culturally competent assessment thus means more than manipulating the content of tests. Rather, it represents a comprehensive process that uses the results of assessment to identify and remedy educational conditions that systematically disadvantage students of color.     

内隐和外显记忆测验中的具体性效应

通过三个实验考察词语的具体性对概念内隐和外显记忆测验成绩的影响,检验加工说对概念变量的预测,并对双重编码理论进行评析。实验一通过操纵词频变量发现,在低频词的再认中有具体性效应,但偏好测验中没有产生具体性效应。实验二使用低频词发现,词语联想和词语线索回忆中都有具体性效应。实验三通过操纵编码任务,在偏好测验中又获得了具体性效应。总体的实验结果既不完全符合加工说,也给双重编码理论带来了问题。     

诚信的道德价值

信用是市场经济运行的道德基础;信誉是企业良性发展的基石;诚信不仅是人际交往的基础,也是个人自我完善的要求。     

Quantitative assessment of drawing tests in children with dyslexia and dysgraphia

Drawing tests in children diagnosed with dyslexia and dysgraphia were quantitatively compared. Fourteen children with dysgraphia, 19 with dyslexia and 13 normally developing were asked to copy 3 figures: a circle, a square and a cross. An optoelectronic system allowed the acquisition of the drawing track in three-dimensions. The participants’ head position and upper limb movements were measured as well. A set of parameters including movement duration, velocity, length of the trace, Range of Motion of the upper limb, was computed and compared among the 3 groups. Children with dyslexia traced the circle faster than the other groups. In the cross test, dyslexic participants showed a reduced execution time and increased velocity while drawing the horizontal line. Children with dyslexia were also faster in drawing certain sides of square with respect to the other groups.     

Can we disregard the whole model? Omnibus non-inferiority testing for R2 in multi-variable linear regression and in ANOVA

Determining a lack of association between an outcome variable and a number of different explanatory variables is frequently necessary in order to disregard a proposed model (i.e., to confirm the lack of a meaningful association between an outcome and predictors). Despite this, the literature rarely offers information about, or technical recommendations concerning, the appropriate statistical methodology to be used to accomplish this task. This paper introduces non-inferiority tests for ANOVA and linear regression analyses, which correspond to the standard widely used F test for and R², respectively. A simulation study is conducted to examine the Type I error rates and statistical power of the tests, and a comparison is made with an alternative Bayesian testing approach. The results indicate that the proposed non-inferiority test is a potentially useful tool for ‘testing the null’.     

Emotional intelligence,cognitive ability and information search in tactical decision-making

Emotional intelligence (EI) may promote more effective decision-making under stress. In the present study, 167 participants completed a situation judgment test for EI, and performed a decision-making task based on an Antarctic rescue scenario. Participants were assigned to either a negative or neutral feedback group. Negative feedback significantly increased distress and impaired decision-making. EI failed to moderate the impacts of negative feedback, but higher EI was associated with greater information-search activity irrespective of feedback condition. It is concluded that ability EI may have a motivational component that may support more exhaustive analysis of both social and non-social stimuli.     

Applicant Perceptions of Test Fairness: Integrating Justice and Self-Serving Bias Perspectives

The justice perspective is the current dominant framework for research on applicant perceptions of test fairness. Recently, an emerging perspective suggests that self-serving bias mechanisms may be operative in the development of test fairness perceptions. Using data from 494 actual applicants to an entry-level State Police Trooper position, this study integrates both the justice and self-serving bias perspectives to achieve a better understanding of test fairness perceptions. Results from structural equation modeling show that perceived job-relevance affects perceived fairness. In addition, test performance affects both perceptions indirectly through perceived performance.     

Predictors of Participation in Performance Appraisal: A Voluntary System in a Blue-Collar Work Environment

Organisations have long acknowledged the value of performance appraisal in both administration decisions and in motivating employees. However, it would appear that most empirical research has focused on compulsory systems designed for use with executives and managers (Bannister and Balkin 1990; Ilgen, Fisher and Taylor 1979; Klein 1989). The reluctance to implement appraisal systems with lower level and base-grade employees may be due to several factors, including employee and union resistance to compulsory systems of appraisal (Nankervis 1990). Faced with this problem, appraisal can be viewed by appraisees and appraisers as an `innovation'. In a climate with growing emphasis on participative management styles, self-regulated or voluntary systems of performance appraisal may become increasingly prevalent and important. Thus, 476 base-grade (shop floor) employees of an Australian government business enterprise completed a survey regarding issues such as attitude to performance appraisal, source credibility, system satisfaction, anticipated feedback, perceived consequences of participation and intention to enter the system. Roger's (1983) innovation-decision model was utilised in the structure and analysis of the data and provided useful insights regarding the factors which are related to participation in a voluntary system of performance appraisal. Findings indicated that attitude towards, and support of, performance appraisal in general, perception of consequences of performance appraisal, satisfaction with the supervisor, anticipated feedback, and awareness and knowledge of the system in place in the organisation, were important in predicting the decision to adopt or reject the performance appraisal scheme.