Results-blind review: a masked crusader for science

The trustworthiness of the cumulative knowledge in industrial/organizational psychology: The current state of affairs and a path forward

The goal of industrial/organizational (IO) psychology, is to build and organize trustworthy knowledge about people-related phenomena in the workplace. Unfortunately, as with other scientific disciplines, our discipline may be experiencing a "crisis of confidence" stemming from the lack of reproducibility and replicability of many of our field's research findings, which would suggest that much of our research may be untrustworthy. If a scientific discipline's research is deemed untrustworthy, it can have dire consequences, including the withdraw of funding for future research. In this focal article, we review the current state of reproducibility and replicability in IO psychology and related fields. As part of this review, we discuss factors that make it less likely that research findings will be trustworthy, including the prevalence of scientific misconduct, questionable research practices (QRPs), and errors. We then identify some root causes of these issues and provide several potential remedies. In particular, we highlight the need for improved research methods and statistics training as well as a re-alignment of the incentive structure in academia. To accomplish this, we advocate for changes in the reward structure, improvements to the peer review process, and the implementation of open science practices. Overall, addressing the current "crisis of confidence" in IO psychology requires individual researchers, academic institutions, and publishers to embrace system-wide change.

Changing the logic of replication: A case from infant studies

Among infant researchers there is growing concern regarding the widespread practice of undertaking studies that have small sample sizes and employ tests with low statistical power (to detect a wide range of possible effects). For many researchers, issues of confidence may be partially resolved by relying on replications. Here, we bring further evidence that the classical logic of confirmation, according to which the result of a replication study confirms the original finding when it reaches statistical significance, could be usefully abandoned. With real examples taken from the infant literature and Monte Carlo simulations, we show that a very wide range of possible replication results would in a formal statistical sense constitute confirmation as they can be explained simply due to sampling error. Thus, often no useful conclusion can be derived from a single or small number of replication studies. We suggest that, in order to accumulate and generate new knowledge, the dichotomous view of replication as confirmatory/disconfirmatory can be replaced by an approach that emphasizes the estimation of effect sizes via meta-analysis. Moreover, we discuss possible solutions for reducing problems affecting the validity of conclusions drawn from meta-analyses in infant research.

Supporting robust, rigorous, and reliable reviewing as the cornerstone of our profession: Introducing a competency framework for peer review

Peer review is a critical component toward facilitating a robust science in industrial and organizational (I-O) psychology. Peer review exists beyond academic publishing in organizations, university departments, grant agencies, classrooms, and many more work contexts. Reviewers are responsible for judging the quality of research conducted and submitted for evaluation. Furthermore, they are responsible for treating authors and their work with respect, in a supportive and developmental manner. Given its central role in our profession, it is curious that we do not have formalized review guidelines or standards and that most of us never receive formal training in peer reviewing. To support this endeavor, we are proposing a competency framework for peer review. The purpose of the competency framework is to provide a definition of excellent peer reviewing and guidelines to reviewers for which types of behaviors will lead to good peer reviews. By defining these competencies, we create clarity around expectations for peer review, standards for good peer reviews, and opportunities for training the behaviors required to deliver good peer reviews. We further discuss how the competency framework can be used to improve peer reviewing and suggest additional steps forward that involve suggestions for how stakeholders can get involved in fostering high-quality peer reviewing.