bluuebunny/crossref_metadata_2025_split huggingface dataset:
Skepticism in Nineteenth-Century American Literature and Philosophy
Authors: Lee Maurice S. 
Published: February 2013

AbstractThis article examines the relation of nineteenth-century American literature to philosophy and skepticism. It investigates how to draw the lines between literature and other forms of discourse, and suggests that analysis of the interlacing of philosophy and literature during the nineteenth century must begin with skepticism. The article explains that American literature and philosophy did not advance in linear fashion from naive beginnings, and that while American thought and culture did become more modern during the nineteenth century, skepticism already had a powerful presence before the rise of romanticism.
Making An Example: American Literature As Philosophy
Authors: Duquette Elizabeth 
Published: February 2013

AbstractThis article examines the conception of American literature as philosophy. It aims to present a reading of Frederick Douglass's thinking on examples and the philosophical freight they carry, and describes the relevant works of William Wells Brown. The article explores how Douglass navigated concerns about the relationship between theory and example in “Self-Made Men,” and argues that literary critics should be careful to avoid the doctrinaire application of all philosophical ideas and theoretical models.
History of Sport and Performance Psychology
Authors: Kornspan Alan S. 
Published: February 2013

AbstractThis chapter presents an overview of the history of sport and performance psychology. First, the chapter will highlight the beginnings of sport psychology in the 1890s, when psychology was first applied to sport in laboratory settings. The applications of the “new psychology” applied to sport and the first sport psychology congress held in Lausanne, Switzerland, in 1913, are described. The chapter describes how psychologists began testing athletes in psychology laboratories using experimental psychology methods during 1920–1940. The development of sport psychology laboratories worldwide and the work of Coleman Griffith are highlighted. Next, the chapter explains the beginnings of the use of psychology for performance enhancement purposes between 1940 and 1965. The growth of sport psychology literature during this time is discussed. The chapter then focuses on sport and performance psychology from 1965 to 1980, including the development of sport psychology organizations. The chapter concludes by providing an overview of sport and performance psychology from 1980 to today. The modern period is characterized by an increasing application of sport and performance psychology knowledge across a variety of performance domains.
Concentration: Attention and Performance
Authors: Moran Aidan 
Published: February 2013

AbstractConcentration is an attentional process that involves the ability to focus on the task at hand while ignoring distractions. Cognitive research shows that it is vital for success in any field of skilled performance. The chapter begins by identifying three different dimensions of attention—concentration (or effortful awareness), selective perception, and divided attention (or the ability to perform two or more concurrent skills equally well). In the next section, three influential metaphors of attention are reviewed—the filter approach, capacity (or resource) theory, and the spotlight metaphor. Next, the relationship between people's attentional focus (i.e., whether they “shine” their mental spotlight externally or internally) and skilled performance is investigated. Then, the issue of why skilled performers appear to “lose” their concentration so easily (because of external and internal distractions) is examined. The next section of the chapter explains five research-based building blocks of effective concentration. The sixth section explains five practical techniques that can help people to improve their concentration skills. The final section of the chapter outlines some potentially fruitful new directions for research on attentional processes in skilled performers.
Emotion Regulation and Performance
Authors: Jones Marc V. 
Published: February 2013

AbstractSport is an ideal environment in which to explore the influence of emotion on performance and the efficacy of strategies to regulate emotions. In performance settings such as sport, emotions are important at a group level and at an individual level, influencing physical functioning, cognitive functioning, motivation, and, ultimately, performance. The emotional responses to performance settings can be aligned with specific cardiovascular changes into identifiable challenge and threat states with particular performance consequences. A number of strategies to regulate emotions are outlined based on Gross’ model, and the development of the ability to regulate emotions is discussed along with individual differences that influence the use, and efficacy, of emotion regulation strategies. Although regulating emotions may help achieve the most suitable emotional state for competition, the possible cost of engaging in this process for performance on subsequent tasks is discussed. The chapter concludes with potential areas for future research.
Anxiety: Attention, the Brain, the Body, and Performance
Authors: Wilson Mark R. 
Published: February 2013

AbstractIn sport psychology, the relationship between competitive anxiety and performance has been one of the most debated and researched topics of enquiry. However, the mechanisms underlying this relationship are still unclear, as are the reasons why performance can sometimes be optimal (“clutch” performance) and sometimes far below what should be achieved (“choking”). The current chapter integrates research findings and models from the neuroscience, cognitive psychology, human movement science, and sport performance literature to offer a potential explanatory framework, especially with respect to self-paced, visually guided skills. The mediating role of visual attention is implicated, as it has been proposed to be central to both the top-down control of motor planning and the effects of anxiety on cognitive performance. Contemporary research testing the effects of anxiety on visual attention (particularly the quiet eye) in performance environments, and the efficacy of attentional training programs, are discussed.
Efficacy Beliefs and Human Performance: From Independent Action to Interpersonal Functioning
Authors: Beauchamp Mark R. , Jackson Ben , Morton Katie L. 
Published: February 2013

AbstractThe beliefs that people have in their own, others’, and their teams’ capabilities have been extensively studied in the fields of sport and performance psychology. This is perhaps unsurprising, given that these efficacy beliefs have consistently been found to predict a variety of indicators of improved performance, and, importantly, have also been shown to be malleable and thus enhanced through intervention. In this chapter, we provide a conceptual overview of the distinct types of efficacy belief that exist when people ‘perform’ specific tasks within individual, relational, and group settings. In addition, we discuss the sources of these efficacy cognitions, as well as the direct and indirect implications for personal, relational, and group/team performance. We also provide a brief discussion of implications for applied practice, and highlight some important questions for future research in sport and performance psychology.
The Psychology of Coaching
Authors: Gould Daniel , Wright E. Missy 
Published: February 2013

AbstractThe psychology of coaching can be viewed as the scientific study and application of the practice of supporting individuals in achieving specific personal and organizational performance goals, as well as the achievement of nonperformance personal development. Once only associated with sport, coaching psychology is used today to assist individuals of all ages in a wide variety of environments (e.g., military, business, schools). Although the practice of coaching has expanded greatly, research and theory in the area lags. To help rectify this situation, this chapter summarizes the psychology of coaching research, identifies gaps in its knowledge base, and outlines future research directions. This is accomplished first by looking at the traditional context of sport, then expanding to other nonsport areas where coaching is being applied. It is concluded that instead of conducting research in isolated domain-specific silos, researchers should integrate research knowledge across areas.
Training for Life: Optimizing Positive Youth Development Through Sport and Physical Activity
Authors: Weiss Maureen R. , Kipp Lindsay E. , Bolter Nicole D. 
Published: February 2013

AbstractUsing a positive youth development approach, we comprehensively review the literature on social, psychological, and physical outcomes of children's participation in sport and physical activity. Organizing topical areas around the Five Cs (Lerner & Lerner, 2006 ), we first discuss robust findings on social assets, including social relationships and competencies (parents, peers, coaches) and moral development. Second, we review the knowledge base on psychological assets, including self-perceptions (global self-worth, perceived competence), emotional outcomes (primarily enjoyment and anxiety), and motivational orientations and behaviors. Third, we discuss the unique set of physical assets that are possible from engaging in physical activity–based youth development programs, such as motor skill development, physical fitness, and physical health. Finally, we offer several avenues for future research studies that will provide even more definitive evidence of physical activity as a context for promoting positive youth development.
Talent Development: The Role of the Family
Authors: Harwood Chris G. , Douglas Julie P. , Minniti Antoinette M. 
Published: February 2013

AbstractThe process of talent development has been a theme within sport psychology that has consistently stimulated research for over 30 years. Commercial, professional, and economic developments that characterize competitive sport have significantly raised the profile and fiscal impact of this process. There is an increasing emphasis within national sport organizations to develop bigger talent pools and achieve success. On an international level, that means economic and pride rewards for athletes and their countries. Results matter in the high-performance sport industry and, thus, our understanding of the mechanisms behind talent development is crucial. This chapter considers the diverse roles of the family in talent development by drawing together research that underpins our current understanding of the family's significant influence on this complex process. Recent developments in the literature and proposed new directions for the research are also discussed, alongside applied implications.
Sport and Performance Psychology: A Look Ahead
Authors: Peterson Kirsten , Brown Charles , McCann Sean , Murphy Shane M. 
Published: February 2013

Abstract
As editor of this Handbook, I felt it was necessary to have a concluding chapter that discussed some of the main themes of the book and also looked ahead, anticipating the potential pitfalls and challenges facing sport and performance psychology in the years to come. To get a diversity of opinions on such intriguing issues, I contacted three leading figures in the field and asked them to answer a series of questions I had developed that addressed the future development of the field. The focus of this Handbook is on performance, so I contacted individuals with unquestioned credentials in that area. Each of them is comfortable moving among the academic, research and applied fields. Sean McCann is senior sport psychologist with the U.S. Olympic Committee and has provided services at numerous World Championships, national events, and Olympic Games. Kirsten Peterson is his counterpart in Australia, leading the sport psychology program in the High Performance Division at the Australian Institute of Sport. And Charlie Brown is a leader in performance psychology, working with clients on performance issues and moving the field ahead via such projects as the groundbreaking book he co-authored with Kate Hays in 2004, You're On! Consulting for Peak Performance. I hope you enjoy the “conversation” presented in this final chapter, which gives us the rare opportunity to peek inside the lives and experiences of true experts in sport and performance psychology.
The Social and Organizational Context of Personnel Selection
Authors: Ployhart Robert E. , Schneider Benjamin 
Published: February 2013

AbstractSelection research tends to occur in a vacuum with a disproportionate emphasis on individual-level validity, seemingly oblivious to the world and context around it. We argue that selection research will be enhanced, and probably will more likely be implemented, if scholars take context seriously. However, doing so requires a change in theory, method, and analysis. We first explain what context is and why it has been neglected in selection research. We then describe theory and research on social and organizational contextual factors relevant to selection. Our argument is not that context will moderate the validity of predictor-performance relationships, but rather that context exerts a strong direct influence on performance and the selection process itself. We conclude with a discussion of implications for research and practice. If one truly cares about the prediction of performance, then one should care about both contextual and individual differences.
Employee Recruitment: Current Knowledge and Suggestions for Future Research
Authors: Breaugh James A. 
Published: February 2013

AbstractBecause the way an organization recruits can influence the type of employees it hires, how they perform, and their retention rate, the topic of employee recruitment has attracted considerable attention. In this chapter, I provide a selective review of research that has addressed topics such as recruitment targeting, recruitment methods, the timing of recruitment actions, the wording of the recruitment message, recruiters, the organizational site visit, and the job offer. These and other topics are discussed in terms of their potential impact on both prehire (e.g., the quality of job applicants) and posthire (e.g., new employee retention) outcomes. In addition, I have highlighted future directions for research.
Job Analysis for Knowledge, Skills, Abilities, and Other Characteristics, Predictor Measures, and Performance Outcomes
Authors: Brannick Michael T. , Cadle Adrienne , Levine Edward L. 
Published: February 2013

AbstractJob analysis is the process of discovering the nature of a job. It typically results in an understanding of the work content, such as tasks and duties, understanding what people need to accomplish the job (the knowledge, skills, abilities, and other characteristics), and some formal product such as a job description or a test blueprint. Because it forms the foundation of test and criterion development, job analysis is important for personnel selection. The chapter is divided into four main sections. The first section defines terms and addresses issues that commonly arise in job analysis. The second section describes common work-oriented methods of job analysis. The third section presents a taxonomy of knowledge, skills, abilities, and other characteristics along with worker-oriented methods of job analysis. The fourth section describes test validation strategies including conventional test validation, synthetic validation, and judgment-based methods (content validation and setting minimum qualifications), emphasizing the role of job analysis in each. The last section is a chapter summary.
Organizational Strategy and Staffing
Authors: Hausknecht John P. , Wright Patrick M. 
Published: February 2013

AbstractIn this chapter, we draw linkages between theory and research from strategic human resource management (and its focus on predicting unit/firm performance) with the key issues and empirical findings from the staffing and selection literature (and its focus on predicting individual performance). We organize the chapter around the fit and flexibility framework (Wright & Snell, 1998) to discuss the dual concerns of fitting staffing and selection systems to strategic needs while simultaneously enabling flexibility to respond to future demands. Implications for research and practice explain how such an approach may alter and enhance conventional views regarding staffing system characteristics such as the types of criteria, knowledge, skills, abilities, and other characteristics (KSAOs), and selection methods that are considered.
Nature and Use of Personality in Selection
Authors: Barrick Murray R. , Mount Michael K. 
Published: February 2013

AbstractThe utility of including personality in a battery of predictor measures continues to be debated, even though there is an extensive literature and thousands of empirical studies (Barrick & Mount, 2005; Morgeson, Campion, Dipboye, Hollenbeck, Murphy, & Schmitt, 2007; Ones, Dilchert, Viswesvaran, & Judge, 2007). This chapter comprehensively reviews what we know and do not know about personality in personnel selection research and practice. We begin with a brief review of the history of psychological testing and personnel selection. Next, we review the relationships found between personality traits, primarily those from the Big-Five Model, to other individual differences. This is followed by a summary of evidence for the predictive validity of personality at work and in life more broadly, which than shifts to a discussion about emerging conceptual or theoretical directions, focusing on when (moderators) and how (mediators) personality affects work attitudes, behaviors, and outcomes. We conclude the chapter by discussing critical measurement issues, particularly response distortion, and legal implications.
Using Composite Predictors in Personnel Selection
Authors: Hattrup Kate 
Published: February 2013

AbstractPersonnel selection is almost always a multivariate problem, where multiple predictor measures are administered to job applicants for the purpose of predicting individual performance in a variety of dimensions of job behavior, and with the goal of pursuing various organizational objectives. This chapter reviews the formation and use of composite predictors in personnel selection. Attention is given to statistical, theoretical, and practical concerns in the choice and weighting of predictor elements in composite selection measures. Empirical evidence of the criterion-related validity and adverse impact potential of composite predictors is reviewed, and suggestions for future research are offered. Because the importance of predictors depends on their ability to accomplish various objectives, the criteria that are used to guide the choices, weighting, an evaluation of predictor composites are explored.
Simulations
Authors: Lievens Filip , De Soete Britt 
Published: February 2013

AbstractSimulations represent more or less exact replicas of tasks, knowledge, skills, and abilities required in actual work behavior. This chapter reviews research on the more traditional high-fidelity simulations (i.e., assessment centers and work samples) and contrasts it with the growing body of research on low-fidelity simulations (i.e., situational judgment tests). Both types of simulations are compared in terms of the following five statements: “The use of simulations enables organizations to make predictions about a broader array of KSAOs,” “We don't know what simulations exactly measure,” “When organizations use simulations, the adverse impact of their selection system will be reduced,” “Simulations are less fakable than personality inventories,” and “Applicants like simulations.” Generally, research results show that these statements apply to both high-fidelity and low-fidelity simulations. Future research should focus on comparative evaluations of simulations, the effects of structuring simulations, and the cross-cultural transportability of simulations.
A Review of Citizenship and Counterproductive Behaviors in Organizational Decision-Making
Authors: Hoffman Brian J. , Dilchert Stephan 
Published: February 2013

AbstractThis chapter provides an analysis of historical trends underlying the measurement of two alternative work criterion variables: organizational citizenship and counterproductive work behaviors. Conceptual frameworks and taxonomic models are reviewed, and measurement of the two constructs in research and applied settings is discussed. The empirical evidence that links individual differences predictors and assessment tools to citizenship and counterproductivity is discussed with a focus on employee selection.
Applicant Reactions to Testing and Selection
Authors: Gilliland Stephen W. , Steiner Dirk D. 
Published: February 2013

AbstractApplicant reactions to selection and assessment have developed into a theoretically grounded and productive body of research over the past 20 years. Organizational justice theories provide a valuable foundation for much of this research, but important models have also been developed from test motivation and social psychological perspectives. Research indicates that applicant reactions are strongly related to prehire attitudes and applicant self-perceptions, but not related to most behaviors. Research has also demonstrated substantial consistency in applicant reactions across gender, race, and cultures. Generally, applicants react most favorably toward work sample tests and interviews, negatively toward graphology and honesty tests, and moderately toward cognitive ability tests, biodata, and personality inventories. We conclude by highlighting a number of areas for future research, suggesting that with broader perspectives applicant reactions research can continue to be as productive as it has been in the past.
Legal Constraints on Personnel Selection Decisions
Authors: Gutman Arthur 
Published: February 2013

AbstractThis chapter examines critical Equal Employment Opportunity (EEO) case law precedents relating to personnel selection, with an emphasis on hiring, promotion, and termination. Several major laws are discussed, including Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA) of 1967, the Americans with Disabilities Act (ADA) of 1990 as amended by the ADA Amendments Act of 2008 (ADAAA), the Civil Rights Act of 1991 (CRA-91), and Executive Order 11246 on Affirmative action. Six main topics are covered, including (1) disparate treatment theory, (2) Title VII adverse impact theory related to standardized tests, (3) selection issues associated with age discrimination, (4) diversity as a compelling government interest, (5) selection issues associated with disability discrimination, and (6) retaliation. The case law surveyed focuses on costly mistakes employers can make. Recommendations are made to prevent these mistakes from occurring, and to correct them if they occur.
Cultural Differences in Environmental Engagement
Authors: Milfont Taciano L. 
Published: February 2013

AbstractCultural influences on environmental attitudes and behaviors have been examined in an increasing number of studies. This chapter provides an introductory review of cultural explanations concerning environmental engagement. Besides discussing theoretical models that explain cultural differences in human-environment interactions, the chapter summarizes recent research examining environmental attitudes and behaviors across cultures. The majority of studies have examined cultural differences at the individual level of analysis, but the past few years have seen the emergence of country-level studies as well as studies employing multilevel strategies to examine the effect of individual-level and country-level variables simultaneously. The review suggests that affluence and value orientations are the main determinants of the development of and differences in environmental engagement across cultures. The chapter also discusses important methodological issues for designing and evaluating cross-cultural studies and future directions for this developing field of research.