效应大小基准:是时候进行因果复兴了

IF 9.1 1区 管理学 Q1 MANAGEMENT
Paul Amari , George Banks , Leah Bourque , Holly Holladay , Ernest O’Boyle
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引用次数: 0

摘要

效应大小基准指导理论,帮助解释实际意义,并帮助衡量科学进步。然而,从相关性中得出的效应大小基准通常违反了“效应”的定义,因为它们没有捕捉到单一的因果关系,而是代表了加法、乘法和交互原因的模糊混合。因此,相互关联的基准可能极具误导性,甚至会通过误导政策和决策而威胁到整个社会的生计。为了突出这些问题并展示一条更有效的前进道路,我们首先回顾在创建效应大小基准和建立因果推理强度证据方面的四个关键挑战。然后,我们通过对领导力文献的系统回顾来说明当前实践中的局限性和机遇,这些文献突出了与因果关系确定的效应大小相关的四个主题。我们以一个蓝图来结束这项工作,该蓝图为对话提供了一个有意义的重新定向,以便未来的元分析研究可以提供准确、具体和无混淆的效应大小基准,以实现更稳健和累积的科学。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Effect size benchmarks: Time for a causal renaissance
Effect size benchmarks guide theory, aid in interpreting practical significance, and help gauge scientific progress. However, effect size benchmarks derived from correlations typically violate the definition of an “effect” because they do not capture a singular causal relationship and instead represent an ambiguous amalgamation of additive, multiplicative, and interactive causes. Therefore, correlational benchmarks can be highly misleading to the point of threatening the very livelihood of society at large by misinforming policy and decision-making. To highlight these issues and demonstrate a more productive path forward, we begin by reviewing the four key challenges in creating effect size benchmarks and establishing evidence of causal inference strength. We then illustrate the limitations and opportunities in current practice through a systematic review of the leadership literature that highlights four themes related to causally identified effect sizes. We conclude this work with a blueprint that provides a meaningful redirection of the conversation so that future meta-analytic studies can provide accurate, specific, and unconfounded effect size benchmarks to achieve a more robust and cumulative science.
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来源期刊
CiteScore
15.20
自引率
9.30%
发文量
58
期刊介绍: The Leadership Quarterly is a social-science journal dedicated to advancing our understanding of leadership as a phenomenon, how to study it, as well as its practical implications. Leadership Quarterly seeks contributions from various disciplinary perspectives, including psychology broadly defined (i.e., industrial-organizational, social, evolutionary, biological, differential), management (i.e., organizational behavior, strategy, organizational theory), political science, sociology, economics (i.e., personnel, behavioral, labor), anthropology, history, and methodology.Equally desirable are contributions from multidisciplinary perspectives.
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