A step towards ending the isolation of behavior analysis: A common language with evolutionary science

In spite of repeated efforts to explain itself to a wider audience, behavior analysis remains a largely misunderstood and isolated discipline. In this article we argue that this situation is in part due to the terms we use in our technical discussions. In particular, reinforcement and punishment, with their vernacular associations of reward and retribution, are a source of much misunderstanding. Although contemporary thinking within behavior analysis holds that reinforcement and punishment are Darwinian processes whereby behavioral variants are selected and deselected by their consequences, the continued use of the terms reinforcement and punishment to account for behavioral evolution obscures this fact. To clarify and simplify matters, we propose replacing the terms reinforcement and punishment with selection and deselection, respectively. These changes would provide a terminological meeting point with other selectionist sciences, thereby increasing the likelihood that behavior analysis will contribute to Darwinian science.     

Perceived Powerlessness as a Mediator between Life Stressors and Deviant Behaviors

ABSTRACT

The Threat Appraisal and Coping Theory suggest that when facing life stressors, individuals may perceive that they are powerless to change them, which may prompt “maladaptive coping” deviant behaviors. The present study examined the relationship between 5 types of deviant behavior and perceived powerlessness, and whether powerlessness served as a mediator between life stressors and deviance. Money stress and powerlessness increased risk for watching porn, cross-dressing, hoarding, and medication misuse. Work stress and powerlessness significantly increased risk for watching porn, cross-dressing, and medication misuse. Family stress and powerlessness increased risk for watching porn, cross-dressing, disordered eating, hoarding, and medication misuse.     

Subgroup Differences in Situational Judgment Test Performance: A Meta-Analysis

In this article, we describe a systematic review of mean race and sex differences in situational judgment test (SJT) performance. On average, White test takers perform better on SJTs than Black, Hispanic, and Asian test takers. Female examinees perform slightly better than male test takers on SJTs. We investigate two moderators of these differences: loading of g or personality on the SJT, and response instructions. Mean race differences between Black, Hispanic, Asian and White examinees in SJT performance are largely explained by the cognitive loading of the SJT such that the larger the cognitive load, the larger the mean race differences. Regarding the effect of personality loadings of SJTs on race differences, Black–White and Asian–White differences are smaller to the extent that the SJT is correlated with emotional stability and Hispanic–White differences are smaller to the extent that SJTs are correlated with conscientiousness and agreeableness. Cognitive loading has minimal effect on male–female SJT score differences; however, SJT score differences are larger, favoring women, when SJTs are correlated with conscientiousness and agreeableness. Concerning response instructions, knowledge response instructions showed greater race differences than behavioral tendency instructions. The mean correlations show that these differences are largely because of the greater g loading of knowledge instructions. A second study showed that when used in hiring, SJTs are likely to have adverse impact by race but not by sex.     

Gender differences in attributions for triathlon performance

Causal attributions given by athletes for performance can influence performance satisfaction, expectation of future success, and persistence in training and competition. Young and inexperienced athletes often show gender differences in sport attribution, with males attributing success to controllable or stable factors like ability and effort, and females attributing success to uncontrollable or unstable factors like luck and social support. Would older, more experienced female triathletes also show a self-defeating attribution style and see themselves with little control over sport performance? Using questionnaires, 624 triathletes (mostly white, 443 males, 181 females) rated the importance of 13 attributions for triathlon performance. Unlike past research, female triathletes attributed more importance than males to factors they can attempt to control (psychological state, diet, and weight). After a recent success, female triathletes downplayed the importance of luck and social support.     

Forced-Choice Personality Measures and Academic Dishonesty: a Comparative Study

Extant research (e.g., Wilks et al. 2016; Williams et al. 2010) has shown personality to be a predictor of engagement in academic dishonesty. The current study seeks to determine whether the type of personality measure affects predictive efficacy by comparing single stimulus and forced-choice measures of personality using a sample of 278 undergraduate students in two U.S. universities. Students scoring high on conscientiousness reported as engaging in fewer academic cheating behaviors than those scoring low on conscientiousness regardless of whether conscientiousness was measured using the forced-choice or single stimulus scale format. In addition, the forced-choice and single stimulus measures each contributed significant unique variance to prediction of academic dishonesty. For agreeableness, scores on the single stimulus measure were negatively correlated with academic dishonesty whereas there was a positive relationship found for the forced-choice measure. Overall, the forced-choice format of the Occupational Personality Questionnaire 32r (OPQ32r) did not show higher validities than the single stimulus IPIP counterpart in predicting self-reported academic dishonesty. Implications for future research and management education are discussed.     

Effects of Response Instructions on Faking a Situational Judgment Test

A situational judgment test (SJT) and a Big 5 personality test were administered to 203 participants under instructions to respond honestly and to fake good using a within‐subjects design. Participants indicated both the best and worst response (i.e., Knowledge) and the most likely and least likely response (i.e., Behavioral Tendency) to each situation. Faking effect size for the SJT Behavioral Tendency response format was (d=.34) when participants responded first under honest instructions and (d=.15) when they responded first under faking instructions. Those for the Big 5 dimensions ranged from d=.26 to d=1.0. For the Knowledge response format results were inconsistent. Honest condition Knowledge SJT scores were more highly correlated with cognitive ability (r=.56) than were Behavioral Tendency SJT scores (r=.38). Implications for researchers and practitioners are discussed.     

Recruiters' Assessment and Use of Social Capital in Résumé Screening1

An experiment was conducted with undergraduate business students to investigate how human resource (HR) recruiters use social capital conceptualized as friendship between applicants and the recruiter in screening résumés. Results showed that social capital influenced recruiters' assessment of applicants above and beyond human capital. In addition, the influence of friendship ties in applicant assessment was more prominent among female HR recruiters than among male recruiters. Implications for researchers and practitioners are discussed in the context of employee selection.     

Exploring the impact of personality on performance: How time-on-task moderates the mediation by self-efficacy

Despite the widely acknowledged impact of dispositional traits on performance, little is known about how personality affects performance. We address this gap by investigating the relationships between the Big Five personality traits, self-efficacy, and academic performance in a moderated mediation model using time-on-task as the moderating variable. Results indicate that self-efficacy partially mediates the conscientiousness–performance relationship and that time-on-task moderates the mediating effect of self-efficacy. Time-on-task moderates the indirect effect of conscientiousness on course performance through self-efficacy such that the indirect effect is not significant at low levels of time-on-task, but becomes significant and stronger at higher levels of time-on-task.     

The Relationship of Reliability and Validity of Personality Tests to Frame‐of‐Reference Instructions and Within‐Person Inconsistency

The efficacy of both frame‐of‐reference (FOR) instructions and a measure of within‐person inconsistency in predicting grade point average was investigated. The IPIP Big Five personality questionnaire was given to 329 students with generic instructions and ‘at school’ FOR instructions. The Wonderlic Personnel Test was also administered. A measure of within‐person inconsistency was created based on the standard deviations of responses to items within the same Big Five dimension. The validity of conscientiousness was greater when FOR instructions were given. The measure of within‐person inconsistency provided incremental validity over that of conscientiousness and cognitive ability. Additionally, within‐person inconsistency moderated the relationship between conscientiousness and performance for the participants without the FOR instructions. Practical implications are discussed.     

Assessing the Evaluative Content of Personality Questionnaires Using Bifactor Models

Exploratory bifactor models with keying factors were applied to item response data for the NEO–FFI–3 and HEXACO–PI–R questionnaires. Loadings on a general factor and positive and negative keying factors correlated with independent estimates of item valence, suggesting that item valence influences responses to these questionnaires. Correlations between personality domain scores and measures of self-esteem, depression, and positive and negative affect were all reduced significantly when the influence of evaluative content represented by the general and keying factors was removed. Findings support the need to model personality inventories in ways that capture reactions to evaluative item content.