On August 14, 2014, one of the true legends of our field, Larry James, passed away due to complications from heart surgery. I wrote an encomium for him in the October issue of The Industrial-Organizational Psychologist. In that encomium, I asked four questions. First, which people in our field have transformed the way that we think about some substantive topic? Second, which of those people did it a second time? Third, which people in our field have transformed the way that we think about some methodological topic? Fourth, which people did it a second time? Give it some thought. Then I asked a final question. How many names appear in the answers to all four questions? The answer is one: Lawrence R. James. First, Larry’s work in the 1970s and early 1980s changed the way that we think about and study climate in organizations. In fact, James and Jones (1974) was also one of the first papers to get us thinking seriously about levels of analysis. Those papers have been cited about 4,000 times. Then he did it again with personality. Our field (and the social and organizational sciences more generally) had always adopted an ass-backwards (Larry’s term) approach to personality. Personality was the thing that was measured by self-report instruments, and that’s it. Rather than developing instruments that would tap into personality, we defined personality according to the deeply flawed instruments that had happened to be used to measure it. Larry changed that with his work on conditional reasoning, justification mechanisms, and so on. He formulated theories about how different aspects of personality (e.g., achievement orientation, aggressiveness) worked and then designed measures that would get at them. The work on this topic by Larry and his students (e.g., James, 1998; James et al., 2005) has only been cited about 1,000 times. By way of comparison, Kuder and Richardson (they of the KR20, 1937) has this beat by a few hundred. Larry was also transformative with regard to methodology. His climate work had led him to wonder about strategies for aggregating data to higher levels of analysis. Thus began his work on aggregation and interrater reliability and agreement. This work (e.g., James, Demaree, & Wolf,

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改变领域的人（一次又一次）：拉里·詹姆斯专题专题简介

2014年8月14日，由于心脏手术带来的并发症，本领域的真正传奇人物之一拉里·詹姆斯（Larry James）去世了。我在十月份的《工业组织心理学家》杂志上为他写了一个专论。在那个论坛中，我问了四个问题。首先，我们领域中的哪些人改变了我们对某个实质性主题的思考方式？其次，第二个人中有哪些人呢？第三，我们领域中的哪些人改变了我们对某些方法论主题的思考方式？第四，第二个人是谁？想一想。然后我问了最后一个问题。这四个问题的答案中都有多少个名字？答案是一个：劳伦斯·詹姆斯。首先，拉里（Larry）在1970年代和1980年代初期的工作改变了我们思考和研究组织气候的方式。事实上，詹姆斯和琼斯（1974）也是使我们认真思考分析水平的第一批论文之一。这些论文被引用了约4,000次。然后他又个性化了。我们的领域（以及更广泛的社会科学和组织科学）一直对人格采用“屁股倒”（拉里的术语）方法。人格是通过自我报告工具衡量的事情，仅此而已。我们没有开发可以利用人格的工具，而是根据碰巧用来衡量人格的严重缺陷的工具来定义人格。拉里（Larry）在条件推理，证明机制等方面的工作改变了这一点。他就人格的不同方面（例如成就取向，积极性）奏效，然后设计可以达到目标的措施。拉里和他的学生在这个主题上的工作（例如，詹姆斯，1998年；詹姆斯等，2005年）仅被引用了约1000次。相比之下，库德和理查森（KR20，1937年，他们）击败了数百人。拉里在方法论方面也具有变革性。他的气候工作使他对将数据聚合到更高级别的分析中的策略产生了疑问。这样就开始了他在聚合以及跨界可靠性和一致性方面的工作。这项工作（例如James，Demaree和Wolf，拉里在方法论方面也具有变革性。他的气候工作使他想知道将数据汇总到更高级别的分析的策略。这样就开始了他在聚合以及跨界可靠性和一致性方面的工作。这项工作（例如James，Demaree和Wolf，拉里在方法论方面也具有变革性。他的气候工作使他对将数据聚合到更高级别的分析中的策略产生了疑问。这样就开始了他在聚合以及跨界可靠性和一致性方面的工作。这项工作（例如James，Demaree和Wolf，