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The Last Line of Defense: Corrigenda and Retractions

Published online by Cambridge University Press:  06 March 2018

P. D. Harms ,
Marcus Credé  and
Justin A. DeSimone
P. D. Harms*
Affiliation:
University of Alabama
Marcus Credé
Affiliation:
Iowa State University
Justin A. DeSimone
Affiliation:
University of Alabama
*
Correspondence concerning this article should be addressed to P. D. Harms, University of Alabama, 101 Alston Hall, Box 870225, 361 Stadium Drive, Tuscaloosa, AL 35487. E-mail: pdharms@cba.ua.edu
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Extract

One of the key characteristics of a rigorous and robust science is that it has the ability to self-correct when mistakes are made. The focal article by Grand et al. (2018) has plenty to say about what faithful actors can do to ensure a more robust industrial and organizational (I-O) psychology literature, but we were surprised at how little attention the issue of correcting the research record was given. To be clear, the target article mentions the issue of research misconduct and even cites an article from Leadership Quarterly (Atwater, Mumford, Schriesheim, & Yammarino, 2014) that deals specifically with the issue, but it does not include guidance on this issue for editors or publishers. This is not surprising. The issue of misconduct is one that produces a great deal of discomfort in academic circles (Wager, 2015), and when it is discussed, it is usually only in the vaguest terms (e.g., Banks et al., 2016). Moreover, as Grand and colleagues point out, it could be argued that the “gathering storm” of questionable research that has enveloped other fields such as social psychology seems distant. Perhaps to reassure us, the authors point to several articles showing that results of our field seem to be replicable, robust, and relevant. But are they?

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 11 , Issue 1 , March 2018 , pp. 61 - 65
Copyright
Copyright © Society for Industrial and Organizational Psychology 2018 

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