A systematic review and meta-analysis of growth mindset interventions: For whom, how, and why might such interventions work?

As growth mindset interventions increase in scope and popularity, scientists and policymakers are asking: Are these interventions effective? To answer this question properly, the field needs to understand the meaningful heterogeneity in effects. In the present systematic review and meta-analysis, we focused on two key moderators with adequate data to test: Subsamples expected to benefit most and implementation fidelity. We also specified a process model that can be generative for theory. We included articles published between 2002 (first mindset intervention) through the end of 2020 that reported an effect for a growth mindset intervention, used a randomized design, and featured at least one of the qualifying outcomes. Our search yielded 53 independent samples testing distinct interventions. We reported cumulative effect sizes for multiple outcomes (i.e., mindsets, motivation, behavior, end results), with a focus on three primary end results (i.e., improved academic achievement, mental health, or social functioning). Multilevel metaregression analyses with targeted subsamples and high fidelity for academic achievement yielded, d = 0.14, 95% CI [.06, .22]; for mental health, d = 0.32, 95% CI [.10, .54]. Results highlighted the extensive variation in effects to be expected from future interventions. Namely, 95% prediction intervals for focal effects ranged from -0.08 to 0.35 for academic achievement and from 0.07 to 0.57 for mental health. The literature is too nascent for moderators for social functioning, but average effects are d = 0.36, 95% CI [.03, .68], 95% PI [-.50, 1.22]. We conclude with a discussion of heterogeneity and the limitations of meta-analyses. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Two Meanings of “Social Skills”: Proposing an Integrative Social Skills Framework

Business leaders and HR professionals have long recognized the importance of social skills for effective organizational functioning, particularly in roles requiring high levels of interpersonal interaction. Accordingly, organizational science scholars have produced a large amount of research that can be organized under the broad heading of social skills. Yet, three key issues in the literature are hampering progress: (1) the lack of a well-accepted articulation of the social skills phenomenon, what it is and what it is not; (2) conceptual redundancy and conflation among the set of social skills-related concepts (e.g., individual differences, skills, behavior, evaluations, etc.), and (3) full consideration of the importance of social behavior in understanding social skills. We propose solutions for understanding social skills that begin to resolve these issues and help strengthen future empirical research. Specifically, we present two distinct, but related, conceptualizations of social skills: social skills enactment and social skills reputation. We then offer a theoretically grounded perspective, the Social Skills Framework, which incorporates these conceptualizations of social skills, provides a structure into which existing social skills concepts can be integrated and evaluated for conceptual clarity, and centers social behavior. After describing the framework, we offer a research agenda that focuses on refining the framework and investigating key issues related to the two conceptualizations of social skills.

How gender matters: A conceptual and process model for family-supportive supervisor behaviors

Work-family management has become a highly salient issue for organizations as the world of work experiences ongoing changes due to globalization, technological advances, and new challenges spurred by the COVID-19 pandemic. In the past decade or so, the concept of family-supportive supervisor behaviors (FSSB) has been recognized by management and organizational science scholars as an important resource for alleviating negative pressures related to work-family management. However, despite evidence suggesting organizations are heavily gendered (i.e., built upon and structured according to assumptions about gender) and that FSSB represent a set of gendered behaviors, the role of gender is largely missing from FSSB theorization. In addition, little is known regarding the antecedents of FSSB and the mechanisms responsible for the enactment or withholding of FSSB by supervisors. To address these gaps, we perform an interdisciplinary theoretical integration to develop a conceptual and process model of gendered antecedents of the FSSB decision-making process. We present theoretically driven propositions regarding how gender-related variables of the supervisory dyad influence both 1) if/how supervisors become aware of an FSSB opportunity, and 2) supervisors' FSSB decisions to enact, withhold, or neglect FSSB. We conclude with practical implications and opportunities for future FSSB research based on implications of our theoretical insights.

The role of events and affect in perceived organizational support: a within-person approach

Purpose

The purpose is to understand how affective events employees experience at work, and emotions those events elicit, influence within-person fluctuations in perceived organizational support (POS). The authors explore the possibility of socioemotional needs as a boundary condition of the effects. They integrate affective events theory with organizational support theory to develop their arguments.

Design/methodology/approach

Using a diary study method, 55 working adults responded to three surveys per day for ten days (876 total datapoints).

Findings

The results suggest POS fluctuates daily. Furthermore, workplace affective events are significantly related to discrete emotions (happiness and anger), which are significantly related to fluctuations in POS. Indirect effects were generally stronger when socioemotional needs were high compared to low, though the moderation was not statistically significant.

Research limitations/implications

The authors extend organizational support theory by integrating affective events theory; they highlight the role of affective events and transient emotion in relation to momentary changes in POS and explore socioemotional needs as a moderator of those relationships.

Practical implications

Organizations can be mindful of employees' daily experiences when considering how to foster POS; minimizing negative affective events and maximizing supportive affective events may enhance POS.

Originality/value

This study is the first to consider predictors of short-term fluctuations in POS. Moreover, the authors integrate affective events and discrete emotions to consider the role of affect in organizational support theory.

The "Goldilocks Zone": (Too) many confidence intervals in tests of mediation just exclude zero

Questionable research practices (QRPs) can occur whenever one result is favored over another, and tests of mediation are no exception. Given mediation's ubiquity and importance to both theory and practice, QRPs in tests of mediation pose a serious threat to the advancement of psychology. We investigate this issue through the introduction of a straightforward means of detecting the presence and magnitude of QRPs in tests of mediation and validate this methodology with a series of sensitivity tests and simulations. We then apply this method to 2,569 tests of mediation published in five leading psychology journals in 2018 and 2019. We find that despite most hypothesized tests of mediation being likely underpowered, most (76%) were nevertheless supported. Furthermore, confidence intervals (CIs) that just barely exclude zero are 3.6 to 4.4 times as prevalent as those CIs that just barely include zero. We also find a number of study- and test-level factors, such as whether the test of mediation was hypothesized, explain both whether the CI excluded zero (odds ratio [OR] = 17.87, p < .001) as well as the CI's proximity to zero (b = .27, p < .001). In addition, other factors, most notably sample size, do predict the CI's proximity to zero (γ = .00, p < .001), but surprisingly do not predict the CI's exclusion of zero (OR = .99, p = .803). We conclude with actionable QRP curtailment strategies so that both, academics and practitioners, can have greater and well-founded confidence in tests of mediation in psychological research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Authorship Policies at U.S. Doctoral Universities: A Review and Recommendations for Future Policies

Intellectual contribution in the form of authorship is a fundamental component of the academic career. While research has addressed questionable and harmful authorship practices, there has largely been no discussion of how U.S. academic institutions interpret and potentially mitigate such practices through the use of institution-level authorship policies. To gain a better understanding of the role of U.S. academic institutions in authorship practices, we conducted a systematic review of publicly available authorship policies for U.S. doctoral institutions (using the 266 2018 Carnegie-classified R1 and R2 Universities), focusing on components such as specification of authorship criteria, recommendations for discussing authorship, dispute resolution processes, and guidance for faculty-student collaborations. We found that only 24% of the 266 Carnegie R1 and R2 Universities had publicly available authorship policies. Within these policies, the majority (93%) specified criteria for authorship, but provided less guidance about actual processes for applying such criteria (62%), handling authorship disputes (62%), and managing faculty-student author teams (49%). Further, we found that any discussion of dispute resolution practices typically lacked specificity. Recommendations grounded in these findings are offered for institutions to leverage their ability to guide the authorship process by adopting an authorship policy that acknowledges disciplinary diversity while still offering substantive guidance.

From alpha to omega and beyond! A look at the past, present, and (possible) future of psychometric soundness in the Journal of Applied Psychology

The psychometric soundness of measures has been a central concern of articles published in the Journal of Applied Psychology (JAP) since the inception of the journal. At the same time, it isn't clear that investigators and reviewers prioritize psychometric soundness to a degree that would allow one to have sufficient confidence in conclusions regarding constructs. The purposes of the present article are to (a) examine current scale development and evaluation practices in JAP; (b) compare these practices to recommended practices, previous practices, and practices in other journals; and (c) use these comparisons to make recommendations for reviewers, editors, and investigators regarding the creation and evaluation of measures including Excel-based calculators for various indices. Finally, given that model complexity appears to have increased the need for short scales, we offer a user-friendly R Shiny app (https://orgscience.uncc.edu/about-us/resources) that identifies the subset of items that maximize a variety of psychometric criteria rather than merely maximizing alpha. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

A consensus-based transparency checklist

We present a consensus-based checklist to improve and document the transparency of research reports in social and behavioural research. An accompanying online application allows users to complete the form and generate a report that they can submit with their manuscript or post to a public repository.

Meta-Analyses as a Multi-Level Model

Meta-analyses are well known and widely implemented in almost every domain of research in management as well as the social, medical, and behavioral sciences. While this technique is useful for determining validity coefficients (i.e., effect sizes), meta-analyses are predicated on the assumption of independence of primary effect sizes, which might be routinely violated in the organizational sciences. Here, we discuss the implications of violating the independence assumption and demonstrate how meta-analysis could be cast as a multilevel, variance known (Vknown) model to account for such dependency in primary studies’ effect sizes. We illustrate such techniques for meta-analytic data via the HLM 7.0 software as it remains the most widely used multilevel analyses software in management. In so doing, we draw on examples in educational psychology (where such techniques were first developed), organizational sciences, and a Monte Carlo simulation (Appendix). We conclude with a discussion of implications, caveats, and future extensions. Our Appendix details features of a newly developed application that is free (based on R), user-friendly, and provides an alternative to the HLM program.

Data availability, reusability, and analytic reproducibility: evaluating the impact of a mandatory open data policy at the journal Cognition

Access to data is a critical feature of an efficient, progressive and ultimately self-correcting scientific ecosystem. But the extent to which in-principle benefits of data sharing are realized in practice is unclear. Crucially, it is largely unknown whether published findings can be reproduced by repeating reported analyses upon shared data ('analytic reproducibility'). To investigate this, we conducted an observational evaluation of a mandatory open data policy introduced at the journal Cognition. Interrupted time-series analyses indicated a substantial post-policy increase in data available statements (104/417, 25% pre-policy to 136/174, 78% post-policy), although not all data appeared reusable (23/104, 22% pre-policy to 85/136, 62%, post-policy). For 35 of the articles determined to have reusable data, we attempted to reproduce 1324 target values. Ultimately, 64 values could not be reproduced within a 10% margin of error. For 22 articles all target values were reproduced, but 11 of these required author assistance. For 13 articles at least one value could not be reproduced despite author assistance. Importantly, there were no clear indications that original conclusions were seriously impacted. Mandatory open data policies can increase the frequency and quality of data sharing. However, suboptimal data curation, unclear analysis specification and reporting errors can impede analytic reproducibility, undermining the utility of data sharing and the credibility of scientific findings.

From Outcome to Process Focus: Fostering a More Robust Psychological Science Through Registered Reports and Results-Blind Reviewing

A variety of alternative mechanisms, strategies, and “ways of doing” have been proposed for improving the rigor and robustness of published research in the psychological sciences in recent years. In this article, we describe two existing but underused publication models—registered reporting (RR) and results-blind reviewing (RBR)—that we believe would contribute in important ways to improving both the conduct and evaluation of psychological research. We first outline the procedures and distinguishing features of both publication pathways and note their value for promoting positive changes to current scientific practices. We posit that a significant value of RR and RBR is their potential to promote a greater focus on the research process (i.e., how and why research is conducted) relative to research outcomes (i.e., what was observed or concluded from research). We conclude by discussing what we perceive to be five common beliefs about RR and RBR practices and attempt to provide a balanced perspective of the realities likely to be experienced with these systems.

Cynical About Change? A Preliminary Meta-Analysis and Future Research Agenda

Cynicism about organizational change is often considered an important factor that influences employee acceptance of change initiatives. However, cynicism has been compared with several similar constructs with little conceptual or empirical differentiation. To provide a deeper understanding of change cynicism, we compare and contrast it with similar—yet distinct—constructs: organizational trust, resistance to change, and organizational cynicism. We begin with a narrative review of the conceptual distinctions and similarities among these constructs, followed by meta-analysis of the nomological network of change cynicism. In addition, we compare the nomological network of change cynicism with those of organizational cynicism and trust. We discuss the need for a refined conceptualization of cynicism and suggest new areas for future research.

Encouraging Debate on the Uniform Guidelines and the Disparate Impact Theory of Discrimination

This response summarizes commentaries on the M. A. McDaniel, S. Kepes, and G. C. Banks (2011) article, which argued that the Uniform Guidelines on Employee Selection Procedures are a detriment to the field of personnel selection. Several themes were present in the commentaries. No compelling arguments were presented to dispute the assertion that mean racial differences in job-related attributes will be with us for a long time. However, compelling arguments were made that the disparate impact theory of discrimination is a more central issue for personnel selection than the Uniform Guidelines. Similarly, arguments were presented that the assessment of adverse impact is problematic and that expert witness testimony needs improvement. Areas in need of further investigation were also identified. Finally, the role of the Society of Industrial and Organizational Psychology (SIOP) in guiding regulatory, legislative, and court actions was considered.

The Uniform Guidelines Are a Detriment to the Field of Personnel Selection

The primary federal regulation concerning employment testing has not been revised in over 3 decades. The regulation is substantially inconsistent with scientific knowledge and professional guidelines and practice. We summarize these inconsistencies and outline the problems faced by U.S. employers in complying with the regulations. We describe challenges associated with changing federal regulations and invite commentary as to how such changes can be implemented. We conclude that professional organizations, such as the Society for Industrial and Organizational Psychology (SIOP), should be much more active in promoting science-based federal regulation of employment practices.

Hormone-mediated dephosphorylation of specific histone H1 isoforms

We have previously shown a connection between histone H1 phosphorylation and the transcriptional competence of the hormone inducible mouse mammary tumor virus (MMTV) promoter. Prolonged exposure of mouse cells to dexamethasone concurrently dephosphorylated histone H1 and rendered the MMTV promoter refractory to hormonal stimulation and, therefore, transcriptionally unresponsive. Using electrospray mass spectrometry, we demonstrate here that prolonged dexamethasone treatment differentially effects a subset of the six somatic H1 isoforms in mouse cells. H1 isoforms H1.0, H1.1, and H1.2 are non-responsive to hormone whereas prolonged dexamethasone treatment effectively dephosphorylated the H1.3, H1.4, and H1.5 isoforms. The protein kinase inhibitor staurosporine, shown to dephosphorylate histone H1 and down-regulate MMTV in cultured cells, appears only to completely dephosphorylate the H1.3 isoform. These results suggest that dephosphorylation of specific histone H1 isoforms may contribute to the previously observed decrease in transcriptional competence of the MMTV promoter through the modulation of chromatin structure. In a broader sense, this work advances the hypothesis that post-translational modifications of individual histone H1 isoforms directly influence the transcriptional activation/repression of specific genes.

Histone H1 phosphorylation by Cdk2 selectively modulates mouse mammary tumor virus transcription through chromatin remodeling

Transcriptional activation of the mouse mammary tumor virus (MMTV) promoter by ligand-bound glucocorticoid receptor (GR) is transient. Previously, we demonstrated that prolonged hormone exposure results in displacement of the transcription factor nuclear factor 1 (NF1) and the basal transcription complex from the promoter, the dephosphorylation of histone H1, and the establishment of a repressive chromatin structure. We have explored the mechanistic link between histone H1 dephosphorylation and silencing of the MMTV promoter by describing the putative kinase responsible for H1 phosphorylation. Both in vitro kinase assays and in vivo protein expression studies suggest that in hormone-treated cells the ability of cdk2 to phosphorylate histone H1 is decreased and the cdk2 inhibitory p21 protein level is increased. To address the role of cdk2 and histone H1 dephosphorylation in the silencing of the MMTV promoter, we used potent cdk2 inhibitors, Roscovitine and CVT-313, to generate an MMTV promoter which is associated predominantly with the dephosphorylated form of histone H1. Both Roscovitine and CVT-313 block phosphorylation of histone H1 and, under these conditions, the GR is unable to remodel chromatin, recruit transcription factors to the promoter, or stimulate MMTV mRNA accumulation. These results suggest a model where cdk2-directed histone H1 phosphorylation is a necessary condition to permit GR-mediated chromatin remodeling and activation of the MMTV promoter in vivo.

Differential in vivo modifications of the HMGI(Y) nonhistone chromatin proteins modulate nucleosome and DNA interactions

The HMGI(Y) family of "high mobility group" nonhistone proteins are architectural transcription factors whose overexpression is highly correlated with both cancerous transformation and increased malignancy and metastatic potential of tumors in vivo. Here we report on the types of posttranslational modifications found in vivo on the HMG-I and HMG-Y proteins isolated from two human breast epithelial cell lines, MCF-7 and MCF-7/PKC-alpha, that represent different stages of neoplastic progression. The MCF-7 cell line exhibits many characteristics of normal breast epithelial cells and does not form tumors when injected into nude mice, whereas the MCF-7/PKC-alpha cell line, a derivative of MCF-7 that expresses a transgene coding for the enzyme protein kinase C-alpha (PKC-alpha), is both malignant and highly metastatic. Using MALDI mass spectrometry, we show that the HMG-Y protein is more highly modified than the HMG-I protein in both the MCF-7 and the MCF-7/PKC-alpha cells. Significantly, the HMG-Y protein isolated from the highly metastatic MCF-7/PKC-alpha cells possesses a unique constellation of phosphorylations, methylations, and acetylations not found on the HMG-I protein isolated from either the MCF-7 or MCF-7/PKC-alpha cells. We further demonstrate that some of the same amino acid residues phosphorylated on recombinant HMGI(Y) proteins by purified PKC in vitro are also phosphorylated on the HMG-I(Y) proteins isolated from MCF-7/PKC-alpha cells, suggesting that PKC phosphorylates these proteins in vivo. Quantitative substrate binding analyses indicate that the biochemical modifications present on the HMG-I and HMG-Y proteins differentially influence the ability of these proteins to interact with both A.T-rich DNA substrates and nucleosome core particles in vitro, suggesting a similar modulation of such binding affinities in vivo. To our knowledge, this is the first demonstration of differences in the types of in vivo biochemical modifications found on the HMG-I and HMG-Y proteins in cells and also the first experimental evidence suggesting a possible linkage between such posttranslational modifications and the neoplastic potential of cells.

The HMG-I(Y) A.T-hook peptide motif confers DNA-binding specificity to a structured chimeric protein

Chromosomal translocations involving genes coding for members of the HMG-I(Y) family of "high mobility group" non-histone chromatin proteins (HMG-I, HMG-Y, and HMG-IC) have been observed in numerous types of human tumors. Many of these gene rearrangements result in the creation of chimeric proteins in which the DNA-binding domains of the HMG-I(Y) proteins, the so-called A.T-hook motifs, have been fused to heterologous peptide sequences. Although little is known about either the structure or biophysical properties of these naturally occurring fusion proteins, the suggestion has been made that such chimeras have probably assumed an altered in vivo DNA-binding specificity due to the presence of the A.T-hook motifs. To investigate this possibility, we performed in vitro "domain-swap" experiments using a model protein fusion system in which a single A. T-hook peptide was exchanged for a corresponding length peptide in the well characterized "B-box" DNA-binding domain of the HMG-1 non-histone chromatin protein. Here we report that chimeric A. T-hook/B-box hybrids exhibit in vitro DNA-binding characteristics resembling those of wild type HMG-I(Y) protein, rather than the HMG-1 protein. These results strongly suggest that the chimeric fusion proteins produced in human tumors as a result of HMG-I(Y) gene chromosomal translocations also retain A.T-hook-imparted DNA-binding properties in vivo.