This article documents two facts that are provocative in juxtaposition. First: There is multidecade durability of theory controversies in psychology, demonstrated here in the subdisciplines of cognitive and social psychology. Second: There is a much greater frequency of Nobel science awards for contributions to method than for contributions to theory, shown here in an analysis of the last two decades of Nobel awards in physics, chemistry, and medicine. The available documentation of Nobel awards reveals two forms of method–theory synergy: (a) (...) existing theories were often essential in enabling development of awarded methods, and (b) award-receiving methods often generated previously inconceivable data, which in turn inspired previously inconceivable theories. It is easy to find illustrations of these same synergies also in psychology. Perhaps greater recognition of the value of method in advancing theory can help to achieve resolutions of psychology’s persistent theory controversies. (shrink)

Meta-analytic findings have suggested that individual differences are relatively weaker predictors of academic dishonesty than are situational factors. A robust literature on deviance correlates and workplace integrity testing, however, demonstrates that individual difference variables can be relatively strong predictors of a range of counterproductive work behaviors (CWBs). To the extent that academic cheating represents a kind of counterproductive behavior in the work role of "student", employment-type integrity measures should be strong predictors of academic dishonesty. Our results with a college student (...) sample showed that integrity test scores were moderate to strong correlates of self-reported academic cheating and that these relationships persisted even after controlling for a variety of measurement concerns such as item format similarity, concurrent assessment, and socially desirable responding. Implications for institutional honor codes and the broader relations between educational and workplace dishonesty are discussed. (shrink)

In this paper I explore the psychology of ritual performance and present a simple graphical model that clarifies several issues in William Irons’s theory of religion as a “hard-to-fake” sign of commitment. Irons posits that religious behaviors or rituals serve as costly signals of an individual’s commitment to a religious group. Increased commitment among members of a religious group may facilitate intra-group cooperation, which is argued to be the primary adaptive benefit of religion. Here I propose a proximate explanation for (...) how individuals are able to pay the short-term costs of ritual performance to achieve the long-term fitness benefits offered by religious groups. The model addresses three significant problems raised by Irons’s theory. First, the model explains why potential free-riders do not join religious groups even when there are significant net benefits that members of religious groups can achieve. Second, the model clarifies how costly a ritual must be to achieve stability and prevent potential free-riders from joining the religious group. Third, the model suggests why religious groups may require adherents to perform private rituals that are not observed by others. Several hypotheses generated from the model are also discussed. (shrink)