Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

动机的结构与效应：基于动机连续体的视角

动机连续体是对内部动机、外部动机进行整合的心理学概念,其对内部动机和外部动机的争论提出了不同的假设。从大理论(grand theory)视角出发,对涉及上述两个概念的理论进行梳理,将自我决定理论与其他相关理论进行整合。由此展开对内部动机、外部动机结构的讨论,总结了动机的单维结构、多维结构和复杂结构假设下的理论新进展,分别论述在拮抗效应、累加效应和其他复杂效应等假设下动机对结果变量的影响,并展开不同效应对实践应用的讨论。     

Contesting orientations,self-determined motivation,and sportspersonship: Further validation of the contesting orientations scale

ObjectivesTo examine the factorial validity of the Contesting Orientations Scale (COS) in a large sample of intercollegiate student-athletes, as well as to extend evidence of the COS’ concurrent validity by examining its relationship to autonomous and controlled motivations in sport. The ability of contesting orientations to predict sportspersonship over and above autonomous and controlled motivations was also examined.DesignCross-sectional and correlational.MethodsFive hundred and forty-four intercollegiate US athletes (57.2% male) from individual and team sports completed measures of contesting orientations, autonomous and controlled motivations, and sportspersonship.ResultsConfirmatory factor analysis (CFA) supported the factorial validity of the COS, while correlational results supported its concurrent construct validity, with autonomous motivation associated with higher levels of partnership orientation and controlled motivation associated with higher levels of war orientation. In addition, sequential regression analyses supported the predictive utility of contesting orientations, with partnership orientation emerging as a significant positive predictor of four – and war orientation a negative predictor of three – dimensions of sportspersonship. Mediation analyses suggested that contesting orientations may partially mediate the relationship between autonomous and controlled motivations for some dimensions of sportspersonship.ConclusionsThe COS is a valid and reliable measure of contesting orientations. Partnership and war contesting orientations, moreover, add significantly to the prediction of sportspersonship over and above autonomous and controlled motivations. In practice, if the goal is to promote good sportspersonship, coaches and other adults involved in competitive sport should emphasize a partnership contesting orientation in addition to more autonomous forms of motivation.     

Type A behavior and work situation: associations with burnout and work engagement

The aim of the present study was to investigate Type A behavior as well as perceived work situation, and associations with burnout and work engagement. The associations in focus were investigated through hierarchical regressions in a sample (N= 329) of Swedish Information Communication Technology consultants. The findings indicated that both work situation and Type A behavior was correlated with work engagement and burnout; however, no interactions between Type A behavior and work situation were elicited. The main conclusion was that the achievement striving aspect of Type A behavior appears as "non-toxic" and is related only to work engagement. However, the irritability/impatience aspect appears to be responsible for burnout complaints among Type A individuals, possibly through negative effects of the mood itself than through perceived stress at work.     

学校资源与早期青少年心理社会适应的关系：一项潜在转变分析

以1012名初一学生为被试进行3年的追踪研究, 采用潜在剖面分析与潜在转变分析考察了早期青少年心理社会适应的亚组分化与转变情况, 以及学校资源与性别在青少年发展适应中的作用。结果发现：(1)初一时青少年的心理社会适应分化成2个亚组：适应良好组与内化问题组, 初二与初三时青少年分化成4个适应亚组：适应良好组、内化问题组、外化问题组和同伴拒绝组; (2)从初二到初三, 适应良好组和内化问题组的青少年保持了较高的稳定性, 同伴拒绝组和外化问题组的青少年向适应良好组转变的概率最高; (3)拥有更多学校资源的青少年更可能处于或保留在适应良好组, 同时在初二时拥有更多学校资源的外化问题组和同伴拒绝组的青少年在初三时更可能向适应良好组转变; (4)初二时女生更大概率地进入内化问题组。研究结果有助于深化对早期青少年心理社会适应发展模式多样性的理解, 并提示教育人员有必要对青少年适应状况进行全面筛查和动态监测, 以便针对适应亚组和性别特点制定更为复杂的预防和干预方案。     

Multidimensional motivation for exercise: A latent profile and transition analysis

ObjectivesTo: a) identify motivational profiles for exercise, using Self-Determination Theory as a theoretical framework, among a sample of parents of UK primary school children; b) explore the movement between motivational profiles over a five year period; and c) examine differences across these profiles in terms of gender, physical activity and BMI.DesignData were from the B-Proact1v cohort.Methods2555 parents of British primary school children participated across three phases when the child was aged 5–6, 8–9, and 10–11. Parents completed a multidimensional measure of motivation for exercise and wore an ActiGraph GT3X + accelerometer for five days in each phase. Latent profile and transition analyses were conducted using a three-step approach in MPlus.ResultsSix profiles were identified, comprising different combinations of motivation types. Between each timepoint, moving between profiles was more likely than remaining in the same one. People with a more autonomous profile at a previous timepoint were unlikely to move to more controlled or amotivated profiles. At all three timepoints, more autonomous profiles were associated with higher levels of MVPA and lower BMI.ConclusionsThe results show that people’s motivation for exercise can be described in coherent and consistent profiles which are made up of multiple and simultaneous types of motivation. More autonomous motivation profiles were more enduring over time, indicating that promoting more autonomous motivational profiles may be central to facilitating longer-term physical activity engagement.     

中学教师工作狂类型与工作绩效的关系研究：基于潜在剖面分析

以229名中学教师对研究对象,采用潜在剖面分析方法探索其工作狂类型,并进一步揭示这些类型与工作绩效间的关系。结果表明:（1）教师按工作狂得分可分为三类：重度工作狂、中等偏高工作狂和中等偏低工作狂;（2）不同类别工作狂会对工作绩效产生不同程度的影响。     

基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

Daily motivation of volunteers in healthcare organizations: relating team inclusion and intrinsic motivation using self-determination theory

The work of volunteers is indispensable for the well functioning of healthcare organizations, and for maintaining the quality of care in times of austerity. As feelings of intrinsic motivation stimulate volunteer well-being and their long-term engagement, we study how team inclusion relates to volunteers’ intrinsic motivation during their activities. We hypothesize that volunteers’ perceptions of inclusion are positively related to intrinsic motivation, via the satisfaction of their basic needs for autonomy, competence, and relatedness. To test our hypothesis, we conducted a daily-diary study, obtaining a final sample of 43 volunteers and 204 completed diaries. Multilevel path analyses showed that team inclusion was positively related to volunteers’ intrinsic motivation during their activities. Subsequent mediation analyses revealed that competence and relatedness need satisfaction mediated this relationship. Thus, when volunteers feel part of the team with which they complete their activities, they experience intrinsic motivation because feeling included stimulates their feelings of being competent and being related to others.     

Job demands and resources as antecedents of work engagement: A longitudinal study

By utilizing a 2-year longitudinal design, the present study investigated the experience of work engagement and its antecedents among Finnish health care personnel (n = 409). The data were collected by questionnaires in 2003 (Time 1) and in 2005 (Time 2). The study showed that work engagement—especially vigor and dedication—was relatively frequently experienced among the participants, and its average level did not change across the follow-up period. In addition, the experience of work engagement turned out to be reasonably stable during the 2-year period. Job resources predicted work engagement better than job demands. Job control and organization-based self-esteem proved to be the best lagged predictors of the three dimensions of work engagement. However, only the positive effect of job control on dedication remained statistically significant after controlling for the baseline level of work engagement (Time 1).     

On the estimation of parameters in latent structure analysis

In this note, we describe the iterative procedure introduced earlier by Goodman to calculate the maximum likelihood estimates of the parameters in latent structure analysis, and we provide here a simple and direct proof of the fact that the parameter estimates obtained with the iterative procedure cannot lie outside the allowed interval. Formann recently stated that Goodman's algorithm can yield parameter estimates that lie outside the allowed interval, and we prove in the present note that Formann's contention is incorrect.This research was supported in part by Research Contract No. NSF SOC 76-80389 from the Division of the Social Sciences of the National Science Foundation. The author is indebted to C. C. Clogg for helpful comments and for the numerical results reported here (see, e.g., Table 1).     

Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation

This study aimed to examine the importance of value congruence in work engagement and to extend the previous literature by investigating the potential mediating effects of autonomous and controlled motivation in this relationship. The Perceived Value Congruence, Autonomous and Controlled Motivation and Work Engagement scales were administered to 767 teachers in Mainland China. Correlation analysis revealed that value congruence, autonomous and controlled motivation and work engagement were significantly correlated with each other. Furthermore, structural equation modeling (SEM) analysis showed that value congruence exerted its indirect effect on teacher’s work engagement through the mediating effect of autonomous and controlled motivation. These findings provide a new perspective to explain the complex association between value congruence and work engagement. The possible explanations and the research limitations are discussed.     

Divergent effects of detachment from work: a day-level study on employee creativity

Detachment from work during non-work time is generally related to a decrease in work-related strain. However, it might also hamper employees’ generation of new and useful ideas about work by completely shutting off work-related thoughts and/or feelings outside of work. In this day-level study, we used a within-person design to investigate the role of cognitive and emotional detachment from work during non-work time in relation to equivalent types of job demands and job resources, in the prediction of employee creativity. Cognitive detachment from work refers to mentally disconnecting from work and no longer thinking about job-related issues, whereas emotional detachment from work refers to affectively disconnecting from work and no longer experiencing job-related emotions. Survey data were gathered over the course of eight consecutive days from 151 health care employees. Multi-level analyses revealed that: (1) cognitive detachment was positively related to creativity, irrespective of the level of cognitive job demands and resources; (2) high emotional job demands in combination with either low levels of emotional detachment or high levels of emotional job resources were positively related to creativity. This day-level study provides insight into the relation between detachment from work and creativity from a process perspective, by showing specific conditions under which different types of detachment from work benefit employee creativity.     

潜在剖面分析在组织行为领域中的应用

以个体为中心的研究路径将各个变量看作是相互依赖的一个系统, 基于多项特征(变量)将被试分为多个子群体, 分析子群体的前因与影响。以个体为中心的研究路径理解更加直观、更贴近实践, 受到越来越多的关注。潜在剖面分析(latent profile analysis, LPA)是以个体为中心研究路径的典型分析技术。在总结归纳以个体与以变量为中心两种研究路径异同、LPA与传统以个体为中心的分析技术差异后, 系统梳理了LPA在组织行为学领域的应用主题, 并从研究主题选取、样本要求、理论使用、剖面数量确定等方面归纳了LPA应用的步骤与注意事项。最后, 提出了未来研究的方向。     

Watching the paint dry at work: psychometric examination of the Dutch Boredom Scale

Boredom at work is a state of employee unwell-being that is characterized by relatively low arousal and high dissatisfaction. At present little is known about boredom at work. In order to facilitate future research, the current study introduces a brief self-report questionnaire that assesses boredom at work, the Dutch Boredom Scale (DUBS). We argue that (1) boredom at work can be distinguished empirically from related concepts such as work engagement and job burnout; (2) boredom at work results from having an unchallenging, “passive” job; and (3) the subsequent lack of challenge in the form of boredom may result in dissatisfaction with the job and with the organization. Using data from 6315 employees, factor analysis supported the factorial and discriminant validity of the DUBS vis-à-vis engagement and burnout. As expected, structural equation modeling revealed that demands and resources were negatively associated with boredom. Moreover, boredom at work was negatively related with job satisfaction and organizational commitment, and positively with turnover intention. These findings support the validity of the DUBS. Future research may focus on underemployment as an antecedent of boredom at work, and on the effects of boredom on job performance.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

随机截距潜在转变分析(RI-LTA)——个案自我转变与个案间差异的分离

传统的潜在转变分析属于单水平分析, 但其同样也可以看作二水平分析。Muthén和Asparouhov就以二水平分析的视角在单水平分析框架内提出了随机截距潜在转变分析(RI-LTA), 其中跨时间点产生的自我转变可以看作在水平1进行分析, 跨时间点不变的个案间差异可以看作在水平2进行分析, 使个案的自我转变和个案间的初始差异分离, 避免了高估保留在初始类别的概率。某研究型大学2016级本科生的追踪调查数据被用于演示使用随机截距潜在转变分析的过程。该方法的最大优势是通过引入随机截距避免了高估保留在本类别的转变概率。未来研究可以运用蒙特卡洛模拟研究探究随机截距潜在转变分析模型的适用性, 也可以用多水平分析的思路为灵感, 探究多水平随机截距潜在转变分析在统计软件中的实现。     

Job demands,job resources and innovative work behaviour: a European Union study

This study aims to investigate the relationship between several job design variables and innovative work behaviour (IWB). Guided by the Job Demands Resources model, the aim was to evaluate the relationship between work demands (time constraints), resources (autonomy and social support), and other work factors (task monotony, complexity, and dealing with unforeseen circumstances) with idea generation and idea implementation behaviours in a sample of 12,924 participants from the 27 European Union member states in 2010. We also wished to investigate if individual IWB, at the country level, is associated with country innovative performance (an aggregate of process/product and marketing/organizational innovation). We employed a multilevel generalized structural equation model to test our hypotheses. In our final model autonomy, manager encouragement and dealing with unforeseen problems showed the highest positive relationship with idea generation and idea implementation. Conversely, monotonous tasks and working at high speed were negatively related to IWB. Furthermore, we have found strong indications that country-level IWB positively relates to the odds of a country scoring higher on the aforementioned innovation indicators. Between-country unexplained variance in IWB was reduced from 17.1% in our initial model, to 1.9% in our final iteration. Limitations, implications and suggestions for future research are discussed.