Motivating learning, performance, and persistence: the synergistic effects of intrinsic goal contents and autonomy-supportive contexts

Three field experiments with high school and college students tested the self-determination theory hypotheses that intrinsic (vs. extrinsic) goals and autonomy-supportive (vs. controlling) learning climates would improve students' learning, performance, and persistence. The learning of text material or physical exercises was framed in terms of intrinsic (community, personal growth, health) versus extrinsic (money, image) goals, which were presented in an autonomy-supportive versus controlling manner. Analyses of variance confirmed that both experimentally manipulated variables yielded main effects on depth of processing, test performance, and persistence (all ps <.001), and an interaction resulted in synergistically high deep processing and test performance (but not persistence) when both intrinsic goals and autonomy support were present. Effects were significantly mediated by autonomous motivation.     

大学生目标内容与主观幸福感的关系：一个有调节的中介模型

基于自我决定理论考察了目标内容对主观幸福感的影响,以及基本心理需要、自尊在其中的作用。采用欲望指数量表、基本心理需要满足量表、自尊量表、正负情绪量表、生活满意度问卷对535名大学生进行了调查。结果显示：（1）目标内部性显著正向预测主观幸福感;（2）基本心理需要在目标内部性和主观幸福感之间起部分中介作用;（3）基本需要的中介作用受到自尊的调节。因此,目标内部性对主观幸福感的影响是一个有调节的中介效应。     

目标内容效应及其心理机制

以自我决定论为基础的目标内容理论认为,内部目标是指反映个体的内在成长趋向的目标,如自我接受、亲密关系、健康等;外部目标是指如何获得外部奖赏或社会赞许,通过获得外部的价值给别人留下深刻的印象等目标,如财富、权力、地位等。大量的研究表明内、外部目标有着不同的效应,而基本心理需要（关系、胜任、自主）是被证实的能解释内、外部目标内容效应的心理机制。在未来的研究中除了更深入地去探讨其心理机制之外,还要积极进行本土化的实证研究     

Rightly crossing the Rubicon: Evaluating goal self-concordance prior to selection helps people choose more intrinsic goals

We studied how people “cross the Rubicon” when making personal goal selections. In Studies 1 and 2 participants rated the self-concordance of four candidate goals, two with intrinsic and two with extrinsic content, before selecting two goals to actually pursue. Intrinsic goal content predicted higher self-concordance, as did matching between goal content and participant values and motives. Self-concordance in turn explained participants’ actual goal-selections. In longitudinal Study 2, intrinsic goal selection predicted increased well-being. In experimental Study 3, participants randomly assigned to rate candidate goals prior to selection made more intrinsic selections on average, compared to those not afforded this opportunity. We conclude that considering one’s motivations for various candidate goals prior to selecting among them can improve one’s goal choices.     

Comparing Effects of Intrinsic and Extrinsic Social Values Between Younger and Older Employees

Socioemotional selectivity theory proposes that older adults emphasize emotional goals and interpersonal closeness to a greater extent than do younger adults, suggesting that holding social work-related values (SWVs) may be beneficial to older employees. This project aimed at examining two dimensions of SWVs, intrinsic and extrinsic SWVs, and tested whether age and work situation would moderate their effects on self-rated job performance. A cross-sectional survey (Study 1, N = 357) and a 14-day experience sampling study (Study 2, N = 77) were conducted among Chinese managerial employees. Study 1 showed that the direct effect of intrinsic SWVs on self-rated job performance was stronger in older employees than in younger employees. Study 2 demonstrated that older employees who valued intrinsic SWVs while being in social situations performed much better than when they did not value intrinsic SWVs but being in social situations; however such positive effect was not shown in younger employees. Findings of this project reveal that the effect of SWVs varies across locus of effect (intrinsic versus extrinsic), age, and work situation. Among older employees, the positive effect of intrinsic SWVs is more crucial than that of extrinsic SWVs on self-rated job performance. Findings of this project imply that intrinsically rewarding incentives would be more effective in motivating older employees to reach peak performance.     

Extrinsic Value Orientation and Affective Forecasting: Overestimating the Rewards, Underestimating the Costs

ABSTRACT We examined affective forecasting errors as a possible explanation of the perennial appeal of extrinsic values and goals. Study 1 found that although people relatively higher in extrinsic (money, fame, image) compared to intrinsic (growth, intimacy, community) value orientation (REVO) are less happy, they nevertheless believe that attaining extrinsic goals offers a strong potential route to happiness. Study 2's longitudinal experimental design randomly assigned participants to pursue either 3 extrinsic or 3 intrinsic goals over 4 weeks, and REVO again predicted stronger forecasts regarding extrinsic goals. However, not even extrinsically oriented participants gained well-being benefits from attaining extrinsic goals, whereas all participants tended to gain in happiness from attaining intrinsic goals. Study 3 showed that the effect of REVO on forecasts is mediated by extrinsic individuals' belief that extrinsic goals will satisfy autonomy and competence needs. It appears that some people overestimate the emotional benefits of achieving extrinsic goals, to their potential detriment.     

Managers’ theories of subordinates: A cross-cultural examination of manager perceptions of motivation and appraisal of performance

The present study sought to examine the relationship between managers’ perceptions of employee motivation and performance appraisal by surveying managers and employees in three distinct cultural regions (North America, Asia, and Latin America) within a single global organization. Three distinct cultural patterns emerged in the theories managers’ held about their subordinates. While North American managers perceived their employees as being more extrinsically than intrinsically motivated, perceptions of intrinsic motivation proved to be a more robust predictor of performance appraisal. Asian managers exhibited a holistic tendency in that they perceived their subordinates as equally motivated by intrinsic and extrinsic factors, and their perceptions of both motivations proved to be comparable predictors of performance appraisal. Latin American managers perceived their employees as being more intrinsically than extrinsically motivated, and accordingly, only their perceptions of intrinsic motivation proved to be significantly correlated with performance appraisal. In contrast to the cultural variations exhibited in manager perceptions, employees consistently reported themselves as being more motivated by intrinsic than extrinsic incentives. Explanations for the distinct cultural patterns that emerged and their implications for the study of culture and organizational behavior are discussed.     

One size doesn’t fit all: the influence of supervisors’ power tactics and subordinates’ need for cognitive closure on burnout and stress

The present research investigated the notion of fit between supervisors’ power tactics and subordinates’ need for cognitive closure (NFCC) on subordinates’ burnout and stress. Subordinates who tend to avoid ambiguity (high NFCC) were expected to experience relatively less burnout (Study 1) and stress (Study 2) if their supervisors utilize harsh (controlling and unequivocal) power tactics and more burnout and stress if their supervisors utilize soft (autonomy-supportive and equivocal) power tactics. In contrast, it was expected that subordinates who avoid firm and binding conclusions (low NFCC) would experience relatively less burnout and stress if their supervisors use soft power tactics and more burnout and stress if they use harsh power tactics. Two studies conducted in diverse organizational settings supported these hypotheses. Collectively, these results support the conclusion that soft (vs. harsh) power tactics are not always associated with better (vs. worse) organizational outcomes. Theoretical and practical implications for organizations are discussed.     

The important role of the context in which achievement goals are adopted: an experimental test

Two experimental studies using Elliot, Murayama, and Pekrun’s (Journal of Educational Psychology 103(3):632–648, 2011) differentiation between self-goals and task-goals, were conducted to examine the relative influence of achievement goals and motivational contexts on behavioral and emotional engagement. In Study 1, 133 college students were prompted to adopt self-goals (intrapersonal standards) or other-goals (performance standards) in one of two motivational contexts (autonomy-supportive or autonomy-suppressive) while playing a computer game. In Study 2, 129 college students performed the same assignment, this time adopting either other-goals or task-goals (absolute standards). Study 1 indicated that autonomy-support facilitated behavioral and emotional engagement in autonomy suppressive contexts, but self-goals merely promoted emotional engagement relative to other-goals. Study 2 replicated Study 1’s findings by showing that autonomy support promoted self-reported behavioral engagement and task-goals promoted emotional engagement but further revealed that only when task-goals were adopted in an autonomy-supportive context did they promote better behavioral engagement than other-goals. Thus, Study 2 highlighted the importance of the context in which the achievement goals were adopted (i.e., autonomy-supportive versus suppressive) as an important determinant of the outcome.     

Disentangling empowerment: Considering the role of employee perceptions in adaptive selling

As more jobs require employees to continually learn and adapt, empowering employees to adopt learning goals becomes a competitive advantage. Although research has identified key leadership behaviors that empower employees, the relationship between managers and empowered employees is ongoing and dynamic. Therefore, it is important to understand how key leadership behaviors interact with employees in their current state of empowerment to influence learning and performance. In this paper, we draw from self-determination theory to argue that the way employees perceive a given leadership behavior will differ by dimension of empowerment, and these perceptions impact their intrinsic motivation to learn. Specifically, employees who are high in competence and impact will perceive the leadership behavior of goal clarity as controlling, and be less likely to set learning goals, while those who are high in autonomy and meaning will perceive the same behavior as supportive, and be more likely to set learning goals. In a time-lagged study of 349 salespeople, we find that goal clarity acts as a boundary condition by weakening the relationship between empowerment and learning goal orientation (LGO) for those high on the competence and impact dimensions. As hypothesized, we find that the same behavior of goal clarity actually strengthens the relationship for those high on the autonomy and meaning dimensions. Further, we provide theoretical and empirical evidence that LGO mediates the relationship between empowerment and adaptive selling.     

The effects of manipulating goal content and autonomy support climate on outcomes of a PE fitness class

ObjectivesThe present study tested the potential for manipulating adolescents' goals and motives for participation in a school physical education (PE) lesson, and explored the subsequent outcomes on participant experience.DesignA cluster randomized controlled design was used to compare outcomes of four experimentally manipulated PE class conditions alongside a control group.MethodTwenty-four classes comprising 592 students (M age = 13.74 years) were randomized to undertake one of four experimental conditions, or a control condition, during a fitness-based circuits class during a usual PE lesson. The experimental conditions comprised an autonomy-supportive or controlling climate, each with an intrinsic (health and fitness) or extrinsic (looking good to others) goal focus. The control condition comprised a neutral climate with no goal focus. The effect of experimental condition on motivational, affective, and intentional outcomes was analysed using hierarchical linear modelling.ResultsClass-level effects explained less than 10% of variance of study outcomes, suggesting that the impact of lesson manipulations was limited. Where intervention effects were significant, these were contrary to hypotheses guided by self-determination theory (SDT); participants perceived greater lesson value and formed stronger future intentions in the controlling, extrinsic goal focused condition. However, at the individual-level, findings were in line with SDT, in that perceptions of autonomy support and an intrinsic goal focus predicted positive lesson-related outcomes (i.e., motivation, effort, enjoyment, value, exercise-induced affect) and future intention to exercise (Total R² values = .39 to .75).ConclusionsThe findings highlight the practical challenges of manipulating lesson climates in ecological PE settings.     

The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being

Purpose

The purpose of the present research was to examine the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, psychological need satisfaction and need thwarting, and hedonic and eudaemonic well-being.

Design/Methodology/Approach

In Study 1 (n?=?468), we tested a model in which workers’ perceived organizational support and their perceptions of their supervisor autonomy support independently predicted satisfaction of the workers’ needs for autonomy, competence, and relatedness, which in turn predicted aspects of hedonic and eudaemonic well-being. In Study 2 (n?=?650), workers’ perceptions of supervisor controlling behaviors and need thwarting were added to the hypothesized model tested in Study 1. Scales of work satisfaction and positive affect were used to assess hedonic well-being, and a scale of psychological well-being was used to assess eudaemonic well-being.

Findings

Perceived organizational support and supervisors’ interpersonal style related to basic need satisfaction (Studies 1 and 2) and need thwarting (Study 2). In turn, need satisfaction predicted higher levels of hedonic and eudaemonic well-being, while need thwarting was negatively associated with hedonic and eudaemonic well-being.

Implications

The present results underscore the importance of understanding the mechanisms through which organizations and managers related to workers’ hedonic and eudaemonic well-being.

Originality/Value

This is the first research to provide evidence for the mediating role of need satisfaction and need thwarting in the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, and hedonic and eudaemonic well-being. The present results were obtained in two samples of employees from various small to large companies.     

Applying self-determination theory to understand the motivational impact of cash rewards: New evidence from lab experiments

We investigated, based on self-determination theory (SDT), the impact of the functional meaning of monetary rewards on individuals' motivation and performance and further tested the role of the psychological needs as the underlying mechanism. In two experimental studies, we show that when presented in an autonomy-supportive way, rewards lead participants to experience greater intrinsic motivation, which leads them to perform better, than when monetary rewards are presented in a controlling way. This is mediated by greater psychological need satisfaction, indicating that through greater feelings of competence, autonomy, and relatedness, individuals experience greater intrinsic motivation for the task at hand. Our findings suggest that rewards can have a distinct effect on individuals' motivation and performance depending on whether they take on an autonomy-supportive or controlling meaning, thus providing empirical evidence for the theoretical and practical implications of SDT's concept of functional meaning of rewards. By highlighting the importance of this concept, this research contributes to our understanding of the effectiveness of such rewards in the workplace, suggesting that they can foster employee motivation and performance if organisations present them to employees in an autonomy-supportive way to convey an informational meaning and positively contribute to their psychological need stisfaction.     

A structural equation model of pre‐service teachers' perceptions of future goals and current course‐related motivation

This study examined relationships between pre‐service teachers' perceptions of future goals and motivation to complete current tasks required in teacher education courses. Using 351 pre‐service teachers' survey responses from two southern universities in the USA, a full‐structural modeling was conducted. Results showed pre‐service teachers' perceived endogenous instrumentality (value of the current course “content” to attain future goals) had a direct effect on their intrinsic motivation, and their perceived exogenous instrumentality (value of the current “grade” to attain future goals) had a direct effect on their extrinsic motivation. This research suggests students' understanding of a relationship between their course content and future goal encourages their motivation to learn for enjoyment. Furthermore, students' understanding of a relationship between the course grade of the current course and their future goal encourages their motivation to get a high course grade, not necessarily because they enjoyed the course content. This study contributes to understanding pre‐service teachers' cognitive/motivational characteristics and to developing appropriate learning environments of teacher education that align with pre‐service teachers' learning characteristics to promote their effective learning.     

INTERRELATIONSHIPS AMONG EMPLOYEE PARTICIPATION, INDIVIDUAL DIFFERENCES, GOAL DIFFICULTY, GOAL ACCEPTANCE, GOAL INSTRUMENTALITY, AND PERFORMANCE

A field study was conducted with 41 female typists in a large corporation to test an explanatory model of goal setting. Weekly productivity goals were either assigned by the supervisors or were set jointly with a typist. Goals were set for ten consecutive weeks. A correlational analysis of the data indicated that difficult goals led to higher performance. Higher performance led to higher absolute goals for the subsequent week, but smaller improvement goals. Persons with a high need for achievement and an internal control orientation set higher goals. Goal setting led to greater overall performance improvement for employees who had high self esteem or who perceived goal attainment to be instrumental for getting extrinsic rewards. Hypothesized relationships involving goal acceptance were not supported, which may have been due to a lack of validity for the goal acceptance measure.     

A Curvilinear Relationship Between Work Engagement and Job Performance: the Roles of Feedback-Seeking Behavior and Personal Resources

Drawing from conservation of resources theory, this study examines the curvilinear relationship between employees’ work engagement and their job performance; the authors also hypothesize that employees’ feedback-seeking behavior is a pertinent boundary condition that mitigates this curvilinear relationship. Personal resources likely mediate the work engagement–job performance relationship too. Data gathered from 190 employees and their supervisors in Ukraine (study 1) and from 171 employees and their supervisors in Pakistan (study 2) reveal that although work engagement enhances job performance, the effect occurs at a declining rate as work engagement increases. Feedback-seeking behavior moderates this curvilinear relationship, so the decline in the rate at which work engagement enhances job performance is mitigated by higher levels of feedback-seeking behavior. Furthermore, after controlling for the role of feedback-seeking behavior, the curvilinear effect of work engagement on job performance is mediated by personal resources (i.e., self-efficacy, optimism, and resilience). These findings have significant implications for research and practice.

     

Cohesiveness, coach's interpersonal style and psychological needs: Their effects on self-determination and athletes' subjective well-being

GoalThe goal of this study was to test the impact of cohesiveness and coaches' controlling interpersonal style on athletes' perceptions of autonomy, competence and relatedness. A contextual motivation sequence [Vallerand, R. J. (1997). Toward a hierarchical model of intrinsic and extrinsic motivation. In M. Zanna (Ed.), Advances in experimental social psychology, Vol. 29 (pp. 271–360). New York: Academic Press.] was tested whereby social factors supporting the satisfaction of basic needs would increase the level of sport self-determination, which in turn, should predict subjective well-being in athletes.MethodThe proposed sequence was tested with 197 basketball players using structural equation modeling. The hypothesized model was supported.ResultsPerceptions of cohesiveness positively predicted the satisfaction of the basic needs. Perceptions of coaches' controlling interpersonal style negatively impacted feelings of autonomy. In turn, psychological needs predicted self-determination in sports ensuing greater sport satisfaction and positive emotions in sports. Tests of indirect effects also supported the mediating role of psychological needs and self-determination.ConclusionResults are discussed in light of the different types of motivational antecedents and their influence on the psychological needs.     

Psychological threat and extrinsic goal striving

Although people generally endorse intrinsic goals for growth, intimacy, and community more than extrinsic goals for money, appearance, and popularity, people sometimes over-emphasize extrinsic goals, to the potential detriment of their well-being. When and why does this occur? Results from three experimental studies show that psychological threat increases the priority that people give to extrinsic compared to intrinsic goals. This was found in the case of existential threat (Study 1), economic threat (Studies 2), and interpersonal threat (Study 3). Discussion focuses on the possible reasons why threat breeds extrinsic orientations.     

Regulatory Focus and the Interpersonal Dynamics of Romantic Partners’ Personal Goal Discussions

Guided by regulatory focus theory, we examined how romantic partners’ chronic concerns with promotion (advancement) and prevention (security) shape the interpersonal dynamics of couples’ conversations about different types of personal goals. Members of 95 couples (N = 190) first completed chronic regulatory focus measures and then engaged in videotaped discussions of two types of goals that were differentially relevant to promotion and prevention concerns. Participants also completed measures of goal‐ and partner‐relevant perceptions. Independent observers rated the discussions for support‐related behaviors. Highly promotion‐focused people approached their partners more, perceived greater partner responsiveness, and received more support when discussing goals that were promotion‐relevant and that they perceived as less attainable. When partners’ responsiveness to promotion‐relevant goals was low, highly promotion‐focused people reported greater self‐efficacy regarding these goals. Highly prevention‐focused people perceived more responsiveness when partners were less distancing during discussions of their prevention‐relevant goals, and greater responsiveness perceptions reassured them that these goals are less disruptive to the relationship. These findings suggest that chronic concerns with promotion and prevention orient people to their relationship environment in ways that are consistent with these distinct motivational needs, especially when discussing goals that increase the salience of these needs.     

Developing a Conceptual Framework of Employee Well-Being (EWB) by Applying Goal Concepts and Findings from Personality-Social Psychology

This paper reports an attempt to develop a foundation of a theory of employee well-being (EWB) by borrowing concepts and findings from research in personality-social psychology. The proposed conceptual framework has four central principles: The principle of goal selection based on valence, the principle of goal selection based on expectancy, the goal implementation principle, and the goal attainment principle. These principles have corollaries expanding the logic of the proposed theoretical relationships. Specifically, the principle of goal selection based on valence has nine corollaries: Approach versus avoidance goals, goal meaningfulness, high- versus low-level goals, goals related to cultural norms, goals related to deprived needs, goals related to basic versus growth needs, intrinsic versus extrinsic goals, goals producing flow, and autonomy in goal setting. The principle of goal selection based on expectancy has five corollaries: Goal-motive congruence, goal-cultural value congruence, goal-resources congruence, goal conflict, and adapting goals to changes in circumstances. The principle of goal implementation has two corollaries: Goal concreteness and goal commitment. Finally, the goal attainment principle has three corollaries: Recognition of goal attainment, intensity versus frequency of positive feedback, and progress reports.