The Relationships Between Athletes’ Perceptions of Coach-Created Motivational Climate,Self-Talk,and Self-Efficacy in Youth Soccer

The purpose of this study was to explore the mediating role of self-talk in the relationship between athletes’ perceptions of coach-created motivational climate and athletes’ self-efficacy. Two hundred eighty-nine youth soccer players (M = 11.63 years, SD = 1.55 years) completed the Automatic Self-Talk Questionnaire for Sport, the Empowering and Disempowering Motivational Climate Questionnaire, and a self-efficacy measure for soccer. The results showed that only positive and not negative self-talk mediated the relationship between empowering motivational climate and self-efficacy, whereas no relationship emerged between disempowering climate and self-efficacy, highlighting the role of self-talk explaining this relationship.     

Other-Initiated Motivational Climate and Youth Hockey Players’ Good and Poor Sport Behaviors

This study's purpose was to simultaneously examine the relationships between perceived coach-, peer-, and parent-initiated motivational climate and youth hockey players’ good and poor sport behavior (GPSB). Participants (N = 243) represented PeeWee, Bantam, and Midget hockey levels (11–17 years old). Hierarchical regression showed that hockey players’ goal orientations, perceived ability, and other-initiated motivational climate explained 22.6% (PeeWee) and 18.5% (Bantam/Midget) of the variance in Poor Sport Behavior while explaining 27.1% (PeeWee) and 34.6% (Bantam/Midget) of the variance in good sport behavior. Results provide perspective for how influential the social environment is to both GPSBs in youth hockey.     

Is Winning Everything? The Relative Contributions of Motivational Climate and Won-Lost Percentage in Youth Sports

The purpose of this study was to examine the main and interactive effects of motivational climate and won-lost percentage upon young athletes’ evaluations of their coaches, enjoyment of their team experience, and perceived parental liking for the coach. A total of 268 male and female youth basketball players, aged 10 to 15 years, completed the Motivational Climate Scale for Youth Sports (Smith, Cumming, & Smoll, in press) and selected attitudinal scales relating to their sport enjoyment and their evaluations of their coach. Regular season won-lost percentages were calculated for each of the 50 teams. Hierarchical linear modeling was used to predict player evaluations of the coach. Attitudes toward the coach were positively associated with perceptions of a mastery-involved climate and negatively associated with perceptions of an ego-involved climate. Won-lost percentages positively predicted players’ evaluations of their coach's knowledge and teaching ability, but accounted for far less attitudinal variance than did the motivational climate measures. Consistent with earlier findings, young athletes’ sport enjoyment, and evaluations of their coach were more strongly related to coaching behaviors than to their team's won-lost record. No significant interactions involving winning and motivational climate were found.     

A Motivational Analysis of Russian Presidents, 1994–2018

This article analyzes the motivations of the three presidents of Russia since the end of the Soviet Union: Boris Yeltsin, Vladimir Putin, and Dmitry Medvedev. Imagery for the achievement, affiliation, and power motives was scored from the texts of annual presidential addresses to the Federal Assembly from 1994 through 2018. Although there were fluctuations from president to president, and from year to year within each term, the Russian presidents overall tended to be higher in achievement than power. This contrasts with many political leaders from other countries and suggests modification in previous conclusions about the problems of high achievement motivation in politics. The scores of each president are related to the events and policies of that president's term of office. The third term of Vladimir Putin is particularly interesting, because his achievement scores were lower, and power and affiliation scores higher, than in his previous terms. These changes seem to fit with his changes in foreign and domestic policies from his earlier terms.     

Organizational Support,Job Resources,Soldiers’ Motivational Profiles,Work Engagement,and Affect

The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.     

Climate Refugees,Demandingness and Kagan’s Conditional

Res Publica - In the years to come, a great number of people are going to be displaced due to climate change. Climate refugees are going to migrate to find somewhere more hospitable to live. In...     

Job Stressors,Organizational Innovation Climate,and Employees’ Innovative Behavior

This study attempted to examine the influence of job stressors and organizational innovation climate on employees’ innovative behavior. Data were obtained from 282 employees in 4 cities of China. Results indicated that the nature of stressors matters in predicting employees’ idea generation. Specifically, stressors that employees tend to appraise as challenges were positively related to idea generation, whereas stressors that employees tend to appraise as hindrances were negatively related to idea generation. In addition, hindrance stressors moderated the relationship between organizational innovation climate and innovative behavior. The beneficial effect of organizational innovation climate on innovative behavior became weaker for idea implementation and totally disappeared for idea generation when confronting with high hindrance stressors. Implications of this study are also discussed.     

Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity

Researchers have obtained conflicting results about the role of prosocial motivation in persistence, performance, and productivity. To resolve this discrepancy, I draw on self-determination theory, proposing that prosocial motivation is most likely to predict these outcomes when it is accompanied by intrinsic motivation. Two field studies support the hypothesis that intrinsic motivation moderates the association between prosocial motivation and persistence, performance, and productivity. In Study 1, intrinsic motivation strengthened the relationship between prosocial motivation and the overtime hour persistence of 58 firefighters. In Study 2, intrinsic motivation strengthened the relationship between prosocial motivation and the performance and productivity of 140 fundraising callers. Callers who reported high levels of both prosocial and intrinsic motivations raised more money 1 month later, and this moderated association was mediated by a larger number of calls made. I discuss implications for theory and research on work motivation.     

Why Don't Moral People Act Morally? Motivational Considerations

Failure of moral people to act morally is usually attributed to either learning deficits or situational pressures. We believe that it is also important to consider the nature of moral motivation. Is the goal actually to be moral (moral integrity) or only to appear moral while, if possible, avoiding the cost of being moral (moral hypocrisy)? Do people initially intend to be moral, only to surrender this goal when the costs of being moral become clear (overpowered integrity)? We have found evidence of both moral hypocrisy and overpowered integrity. Each can lead ostensibly moral people to act immorally. These findings raise important questions for future research on the role of moral principles as guides to behavior.     

A Brief Motivational Intervention for Treatment‐Refusing OCD Patients

Cognitive behavioral therapy involving exposure and response prevention (ERP) is the psychosocial treatment of choice for obsessive‐compulsive disorder (OCD). Despite this, ERP is not widely used by mental health practitioners, and so dissemination of ERP and other empirically supported treatment (ESTs) has become a priority. Even so, utilization of ESTs such as ERP remains below 50% even among therapists who self‐identify as having a cognitive behavioral orientation. Barriers to the acceptance of ERP include practical obstacles such as lack of training and the cost of treatment, but also patient variables such as treatment refusal. It has been estimated that approximately 25% of OCD patients refuse ERP. This paper describes a brief, 4‐session readiness intervention (RI) designed to decrease ERP refusal among patients with OCD. In this study, 12 patients with OCD who had refused ERP were randomized to RI or wait‐list (WL). 86% of participants in the RI condition and 20% of participants in WL condition agreed to begin ERP following the 4‐week period. ERP following RI, but not WL, was associated with a decrease in OCD symptoms comparable to that observed in OCD patients who did not refuse ERP. However, ERP following RI was associated with a high drop‐out rate (50%), a figure that exceeds that typically seen in OCD treatment studies. Techniques to reduce drop‐out as well as directions for future research are discussed.     

Coding Counsellor Behaviour in Motivational Interviewing Sessions: Inter‐Rater Reliability for the Swedish Motivational Interviewing Treatment Integrity Code (MITI)

The aim of this study was to evaluate inter‐rater reliability when using the Swedish version of the Motivational Interviewing Treatment Code (MITI) as an adjunct to MI training, clinical practice and research. Coders were trained to use the MITI for scoring taped sessions. The 4‐month basic training had a duration of 39 hours. Following training, 60 audio‐taped live interviews were randomly assigned for MITI coding. Mean intra‐class correlation (ICC) coefficients were calculated for 7 coders across all pairs of coders. Cronbach's alpha was calculated to estimate the covariance between each pair across their common interviews. Six months later, a second inter‐rater reliability test was performed, when 5 coders coded the same 15 randomly selected tapes. At the second reliability testing the mean ICC was 0.81 and the mean Cronbach's alpha was 0.96. However, the ICC varied for different sub‐variables of the MITI, ranging from 0.42 empathy to 0.79 for number of Closed questions. In conclusion, MITI shows promising potential to be a reliable tool to confirm and enhance MI training as well as practice in clinical settings and in evaluating MI integrity in clinical MI research. However, coder assessment of empathy and MI‐spirit, “global” variables, requires further refinement.     

Motivational Antecedents and Consequences of the Mother–Adolescent Communication

Communication between parents and their children represents an important factor of family socialization. Nevertheless, little is known about why parents communicate in different ways and how these qualitative differences in parent–child communication may affect the child. Building on self-determination theory, the present study focuses on motivational antecedents of need-supportive communication as a function of parental child-related beliefs (i.e., long-term goals that parents have set for their children’s future, and parental child-related behavior expectations in terms of parental dissatisfaction or satisfaction with child behavior). Moreover, the effect of perceived need-supportive communication on children’s prosocial behavior and (externalizing and internalizing) behavioral difficulties will be addressed. Three waves of data from 1125 mothers and adolescents aged between 10 and 17 years were analyzed using growth-curve modeling. We found linearly increasing trajectories in extrinsic parental goals for children and dissatisfaction with child behavior, and decreasing trajectories of need-supportive communication. Individual differences do not vary significantly over time. In addition, holding extrinsic parental goals for children positively predicts parents’ dissatisfaction with their child’s behavior and negatively predicts need-supportive communication. Parents’ dissatisfaction with their child’s behavior also contributes to decreasing need-supportive communication. As expected, need-supportive communication predicts prosocial behavior and externalizing behavioral difficulties. When need-supportive communication decreases over time, both externalizing and internalizing behavioral difficulties increase. Furthermore, the effect of mothers beliefs on adolescents socioemotional development was mediated through perceived mother’s communication quality. These results suggest that parental child-related beliefs are important motivational antecedents of parent–child communication that may prevent behavioral difficulties.     

Motivational climate and changes in young athletes’ achievement goal orientations

Development of achievement-related motives in young athletes is believed to be influenced by the motivational climate created by coaches. In a longitudinal multilevel design utilizing 47 youth basketball teams, coach-initiated motivational climate was used to predict changes in 9–13 year old athletes’ achievement goal orientations over the course of a season. Mastery climate scores on the Motivational Climate Scale for Youth Sports were associated with significant increases in mastery goal orientation and decreases in ego orientation scores on the Achievement Goal Scale for Youth Sports. Ego motivational climate scores were significantly related to increases in ego goal orientation scores. These relations were not influenced by athletes’ age or gender. Intraclass correlations indicated low within-team consensus in athletes’ motivational climate scores, suggesting an individual- rather than team-level perceptual construct. These and other findings indicate that achievement goal orientation research can be extended downward to children below the age of 11.

The Racial School Climate Gap: Within-School Disparities in Students’ Experiences of Safety,Support, and Connectedness

This study used student and teacher survey data from over 400 middle schools in California to examine within‐school racial disparities in students’ experiences of school climate. It further examined the relationship between a school’s racial climate gaps and achievement gaps and other school structures and norms that may help explain why some schools have larger or smaller racial disparities in student reports of climate than others. Multilevel regression results problematized the concept of a “school climate” by showing that, in an average middle school, Black and Hispanic students have less favorable experiences of safety, connectedness, relationships with adults, and opportunities for participation compared to White students. The results also show that certain racial school climate gaps vary in magnitude across middle schools, and in middle schools where these gaps are larger, the racial achievement gap is also larger. Finally, the socioeconomic status of students, student–teacher ratio, and geographic location help explain some cross‐school variation in racial climate gaps. These findings have implications for how school climate in conceptualized, measured, and improved.     

Using Clinicians’ Ideal Social Climate Ratings in Group Therapy Training: Staff Development,Supervision, and Teaching

A group’s norms are reflected in the group’s social climate, and social climate dimensions have been associated with treatment outcomes in group therapy. However, novice group therapists are often not clear about which norms to develop in a given group. We describe a procedure in which clinicians specify their ideal social climate for a therapy group or a treatment setting on the Group Environment Scale (Moos, 2002) or the Community-Oriented Program Environment Scale (Moos, 1988) and compare their ideals with various reference groups and with one another. Discrepancies in ideal social climate ratings between co-therapists or among clinical staff can be explored in order to enhance coordinated interventions. This procedure has been used with experienced clinicians, trainees, and graduate students in group therapy courses.     

Motivational synchronicity: Priming motivational orientations with observations of others’ behaviors

Two experiments tested the motivational synchronicity hypothesis, according to which observation of a target person’s behavior implying an intrinsic or an extrinsic motivational orientation primes the observers’ corresponding motivational orientation. Experiment 1 revealed that participants exposed to a target person intrinsically motivated to perform a task, relative to those exposed to an extrinsically motivated target person, showed greater intrinsic motivation (free-choice persistence) for the same task. Experiment 2 extended this in two important ways: (1) different tasks were used for the target and participant in order to rule out an expectation-based interpretation of the results, and (2) performance on an activity known to be facilitated by intrinsic motivation was used as the dependent measure. It appears that simply observing others’ motivational orientations influences the accessibility of the observers’ corresponding motivational orientation.     

Why Do People Join Groups? Three Motivational Accounts from Social Psychology

This paper describes and contrasts three contemporary social psychological theories that focus on why people join and identify with groups: the sociometer model, terror management theory, and uncertainty–identity theory. The sociometer model argues that people have a need to be socially included, and that self‐esteem is a meter of successful inclusion and group belonging. Terror management theory argues that people are motivated to reduce fear of the inevitability of their own death, and that the consensual belief–confirmation provided by groups drives people to belong. Uncertainty–identity theory argues that people have a basic need to reduce uncertainty about themselves, their attributes, and their place in the world, and that cognitive processes associated with group identification reduce such uncertainty. We critically contrast these three accounts to conclude that all three motivational processes may play a role, but that self‐uncertainty may have the benefit of wide generality to all groups and group contexts and of detailed specification of cognitive processes.