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招聘策略 偏见 采样和形状可复制性
Thomas I Vaughan-Johnston1, Faizan Imtiaz2, Gabriella Avila Patro3
1Cardiff University, UK.
Personality & social psychology bulletin
|December 19, 2024
概括
研究人员发现,研究参与者的招募方式可以影响研究结果和复制成功. 招聘方法可能会对参与者选择产生偏见,影响心理学研究结果.
科学领域:
- 心理学 心理学 心理学
- 研究方法研究方法研究方法学
背景情况:
- 心理学研究的复制是该领域的一个重大问题.
- 众所周知,异质种群会影响复制成功,但招募策略经常被忽视.
- 招聘方法可以在参与者样本中引入偏见,并影响研究结果.
研究的目的:
- 调查招聘策略如何影响参与者选择和在心理学研究中的复制成功.
- 根据参与者的动机,研究各种招聘策略的不同吸引力.
- 确定招聘策略是否可以塑造复制研究的结果.
主要方法:
- 该研究涉及北美大学生 (Ntotal = 1,009) 跨越几个实验范式.
- 实验1操纵了招聘策略 (例如,提及现金,信用,乐趣,叙事),以评估吸引不同动机.
- 实验2-3分析了不同的招聘策略如何影响参与者的动机和复制成功.
主要成果:
- 招聘策略的微妙变化对基于经验的与基于奖励的动机的个人有不同的吸引力.
- 出现的参与者的动机概况因所采用的招聘策略而有偏见.
- 招聘策略有时会影响复制研究的成功率.
结论:
- 招聘策略可以显著偏见参与者样本在心理学研究.
- 招募方法的选择可以影响心理发现的可复制性.
- 研究人员应仔细考虑招聘策略,以提高心理学研究的可靠性.
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