Development and examination of an expectancy-based measure of test-taking motivation

A 10-item multidimensional measure of test-taking motivation based on expectancy theory, the Valence, Instrumentality, Expectancy Motivation Scale (VIEMS), was developed using a student sample (N = 90) and tested using 2 samples of job applicants in a field setting (N = 296; N = 246). In Field Study 1, the VIEMS was related to test performance. Hierarchical regression analysis showed that the VIEMS explained variance in test score beyond a general measure of test motivation. In a second longitudinal field study, pretest and posttest perceptions of motivation were compared. Results indicated that expectancy was related to actual test performance, and perceived test performance accounted for variance in posttest reports of motivation after controlling for pretest levels of motivation. Test-taking motivation did not account for variance in test performance differences between African Americans and Whites in either field study.     

The experience of being envied at work: How being envied shapes employee feelings and motivation

We develop and test a theoretical framework delineating the dual affective and motivational experiences arising from perceptions of being envied in the workplace. We theorize that being envied can be pleasantly or unpleasantly experienced with opposite downstream effects on motivation and job performance. We test our model in two field studies using a sample of government employees (Study 1) and a sample of employees in the financial industry (Study 2). Our results indicate that being envied can elicit unpleasant mood and anxiety that influence work engagement and job performance in negative ways. In addition, we found that positive emotional experiences from being envied bolster work engagement and performance through positive mood but not pride. Implications of our findings are discussed.     

The motivations of adolescents who are addicted to online games: a cognitive perspective

This research explored, from the perspective of cognitive theory, the psychological motivations of Taiwanese adolescents who are addicted to online games. Study 1 focused on the differential motivations between the addicts and nonaddicts. The findings revealed that the addicts exhibited higher intrinsic than extrinsic motivation, whereas the nonaddicts showed an opposite relationship. The intrinsic motivation of the addicts was also higher than the nonaddicts. The results imply that intrinsic motivation plays a crucial role in gaming addiction. Study 2 was conducted to examine whether four factors that moderate the detrimental effect of extrinsic motivators on intrinsic motivation would function as predicted. Results indicated that extrinsic rewards would undermine intrinsic motivation when they were high expectancy, high relevance, tangible, and noncontingent. Thus, players' intrinsic motivation would be higher when extrinsic rewards were low expectancy, low relevance, intangible, and contingent. This article provides insights into the differential motivations of the addicted players and how to employ intrinsic motivators to affect their intrinsic motivation.     

Relationships Between Self-Determined Motivation and Developmental Outcomes in Sport-Based Positive Youth Development

Building on self-determination theory, this study examined the relationships between self-determined motivation toward sport participation and developmental outcomes in sport-based positive youth development. One hundred twenty participants in a sport-based positive youth development program designed to engage youth through running completed a postprogram survey measuring their self-determined motivation toward running and achievement of developmental outcomes. The results of regression analyses indicated that participants with higher self-determined motivation toward running reported higher general self-efficacy, more positive attitudes toward a healthy lifestyle, and lower engagement in threatening behavior. On the other hand, self-determined motivation was unrelated to self-reported academic performance.     

Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations

Although evidence suggests that negative task and self-evaluations are associated with emotional exhaustion, little research has examined factors that buffer against these effects. We propose that perceived prosocial impact, the experience of helping others, compensates for negative task and self-evaluations by focusing attention on positive outcomes for others. In Study 1, perceived prosocial impact attenuated the associations of low intrinsic motivation and core self-evaluations with emotional exhaustion among professional fundraisers. Study 2 replicated these results among public sanitation employees and extended them to supervisor performance ratings. Mediated moderation analyses indicated that by protecting against emotional exhaustion, perceived prosocial impact compensated for low intrinsic motivation and core self-evaluations to predict higher performance ratings. Our studies extend theory and research on burnout, helping, and citizenship.     

The suppression role of positive affect on students’ science achievement in East Asia: the example of Taipei

This study focuses on “high achievement but low motivation” phenomenon that is prevalent in East Asian countries and districts, and uses eighth graders in Taipei that participated in TIMSS 2007 as an example to examine the direct and indirect effects of academic motivation, positive affect, and instruction on science achievement. Confirmatory Factor Analysis and Structural Equation Modeling were employed to test measurement and structural models and indicated a good fit of the models to the data. The results showed that expectancy and value in science and inquiry-based instruction are three significant and positive predictors of students’ positive affect toward science. In addition, expectancy, positive affect, and three types of instruction all significantly predicted students’ science achievement after the number of books at home and mother’s education were controlled. However, inquiry-based and practice-based instructions were negative predictors whereas traditional instruction was positive. The suppression role of the positive affect was partially supported between academic motivation and science achievement.     

Effects of instruction on intrinsic interest: the importance of context

Two studies examined how contextual cues influence the impact of receiving instructions for improving performance on intrinsic motivation. The authors proposed that whether instruction enhances or decreases motivation depends on the salience of performance goals. Goal salience was proposed to be a function of how an individual defines the activity, which, in turn, may be influenced by contextual features. To test this hypothesis, the authors used a computer game that emphasized fantasy in addition to skill, and they varied the presence of contextual cues highlighting performance. In Study 1, the authors varied the presence of prior performance feedback, and found that instruction decreased interest only when no prior performance feedback (positive or negative) was received. In Study 2, the authors explicitly manipulated contextual salience by describing the activity's goals as either skill- or fantasy-related. Instruction decreased interest in the fantasy-emphasis context, but increased interest in the skill-emphasis context. Furthermore, when instruction matched perceived goals Ss experienced greater positive affect while performing the task. The implications for models of intrinsic motivation are discussed.     

PROGRESSION THROUGH THE RANKS: ASSESSING EMPLOYEE REACTIONS TO HIGH-STAKES EMPLOYMENT TESTING

Employee reactions to promotional examinations were investigated in 2 studies ( N  = 498 & 182, respectively) of police officers. Anxiety, motivation, and justice perceptions were examined as possible predictors of promotional exam performance and intentions to recommend the exam to others. Reactions to a promotional examination were significantly and differentially related to those criteria. Motivation predicted performance whereas justice perceptions predicted recommendation intentions. In Study 2, the role of cognitive processing was also investigated. Results indicated that candidate reactions predicted exam performance through cognitive processing mechanisms. Exam motivation facilitated cognitive processing, which resulted in higher levels of exam performance. In contrast, exam anxiety exhibited both facilitative and debilitative cognitive processing effects.     

Consequences of stereotype suppression and internal suppression motivation: a self-regulation approach

The present research studied the effects of suppression of stereotypes on subsequent stereotyping. Moreover, the moderating influence of motivation to suppress stereotypes was examined. The first three experiments showed that suppression of stereotypes leads to the experience of engaging in self-control (Study 1), to depleted regulatory resources as indicated by worse performance on an unrelated subsequent task that involves self-regulation (Study 2), and to hyperaccessibility of the suppressed thoughts (Study 3). However, these effects were moderated by internal suppression motivation: Increased self-control, depleted regulatory resources, and hyperaccessibility of suppressed thoughts only occur for people with low internal suppression motivation. Furthermore, in line with the argument that depletion of regulatory resources after suppression also should result in increased stereotyping in general, it was found that suppression of a specific stereotype leads to an increased use of stereotypes in general, but only for people with low internal suppression motivation (Study 4).     

Do Both Intrinsic and Identified Motivations Have Long-Term Effects?

This research examined the possible long-term effects of autonomous motivation on educational outcomes in the large scale High School Longitudinal Study 2009 (HSLS:09) data. We used a three-wave cross-lagged model to examine the longitudinal effects of intrinsic and identified motivation on 18,132 students in the mathematics domain and 16,684 students in the science domain. The results showed that intrinsic motivation was a long-term and effective enhancement agent on the subsequent academic performance, self-efficacy, identity, and course effort. In contrast, identified motivation might be sensitive to the contexts and was thus vulnerable to change in the long-term effects. Though identified motivation has positive effects on some immediate educational outcomes and is often regarded as “helpful” motivation, its positive effect is probably short-lived and might not last long in real life educational settings.     

Racial Tolerance and Reactions to Diversity Information in Job Advertisements1

The present paper reports the results from two investigations that examined the degree to which racial tolerance influences Caucasians' attraction to organizations. In Study 1, 280 Caucasian job seekers rated the extent to which various organizational features would influence their interest in an organization. Findings suggested that (a) racial tolerance was related to the importance placed on organizational diversity, but not other factors (e.g., pay), and (b) that racial tolerance predicted the importance placed on organizational diversity above and beyond other relevant individual differences. Study 2 extended Study 1 by examining whether the diversity values expressed in job advertisements affect Caucasians' perceptions of organizational image and subsequent job pursuit intentions. The results of Study 2 indicated that racial tolerance was significantly related to organizational perceptions and pursuit intentions when strong diversity values were communicated in a job advertisement.     

Keeping It Real: How Perceived Brand Authenticity Affects Product Perceptions

This article examines the effects of firm motivation (an intrinsic or extrinsic interest in their product) on perceptions of brand authenticity and anticipated product quality. Specifically, studies 1 and 2 show that an intrinsic motivation increases authenticity perceptions which, in turn, increase perceived product quality, even for negatively regarded products. Studies 3a and 3b demonstrate that motivation affects perceived product quality (through perceived authenticity) by influencing deliberate attribute‐level inferences consumers make about the product, and Study 4 demonstrates that the positive effect of intrinsic motivation (through authenticity) disappears in the presence of objective product attribute information, when such inferences are no longer necessary. These findings suggest that authenticity perceptions are malleable, and they shed light on the mechanism through which brand authenticity leads consumers to anticipate that a brand's products will be higher in quality.     

An Empirical Assessment of Salesperson Motivation,Commitment, and Job Outcomes

This study contributes to the efforts to integrate work commitment constructs into the long-dominant expectancy theory framework of salesforce motivation and performance. Responses were gathered from 231 industrial salespeople in order to: 1) provide evidence concerning discriminant and convergent validity of two measures of work commitment and 2) distinguish expectancy and commitment constructs; and investigate the relationships between motivation, commitment, and two important outcomes—effort and performance. The results of the study indicate that conceptual and empirical differences do exist between commitment variables and expectancy-based motivation variables. Job commitment and extrinsic motivation are found to be related to salesperson effort, which in turn is related to salesperson performance.     

Effects of alcohol intoxication on metamemory and on retrieval from long-term memory

In a balanced-placebo design, people expected either an alcohol drink or placebo drink and consumed either alcohol (1 ml/kg) or placebo. Shortly thereafter, each person attempted to recall the answers to general-information questions (e.g., "What is the capital of Chile?"), made confidence judgments about the accuracy of recall, made feeling-of-knowing judgments on all nonrecalled items, and received a recognition test. Unanticipated outcomes included: Alcohol intoxication significantly hindered recall from long-term memory, contrary to previous conclusions that alcohol does not affect retrieval; people's expectancy of alcohol had no significant effect on memory or metamemory performance, contrary to its established effects on other kinds of performance; and alcohol intoxication produced no significant overconfidence in judgments about recall or in feeling-of-knowing judgments, contrary to the overconfidence produced in other kinds of judgments such as an intoxicated person's assessment of his driving ability. This last outcome implies that alcohol intoxication does not produce a general lowering of the threshold for confidence but rather has effects that are situation specific.     

Using the UTAUT2 model to explain public acceptance of conditionally automated (L3) cars: A questionnaire study among 9,118 car drivers from eight European countries

We investigated public acceptance of conditionally automated (SAE Level 3) passenger cars using a questionnaire study among 9,118 car-drivers in eight European countries, as part of the European L3Pilot project. 71.06% of respondents considered conditionally automated cars easy to use while 28.03% of respondents planned to buy a conditionally automated car once it is available. 41.85% of respondents would like to use the time in the conditionally automated car for secondary activities. Among these 41.85%, respondents plan to talk to fellow travellers (44.76%), surf the internet, watch videos or TV shows (44%), observe the landscape (41.70%), and work (17.06%). The UTAUT2 (Unified Theory of Acceptance and Use of Technology) was applied to investigate the effects of performance and effort expectancy, social influence, facilitating conditions, and hedonic motivation on the behavioural intention to use conditionally automated cars. Structural equation analysis revealed that the UTAUT2 can be applied to conditional automation, with hedonic motivation, social influence, and performance expectancy influencing the behavioural intention to buy and use a conditionally automated car. The present study also found positive effects of facilitating conditions on effort expectancy and hedonic motivation. Social influence was a positive predictor of hedonic motivation, facilitating conditions, and performance expectancy. Age, gender and experience with advanced driver assistance systems had significant, yet small (<0.10), effects on behavioural intention. The implications of these results on the policy and best practices to enable large-scale implementation of conditionally automated cars on public roads are discussed.     

Avoiding negative vs. achieving positive outcomes in hard and prosperous economic times

Three studies suggest that business cycle fluctuations trigger distinct motivational orientations that selectively affect economic judgment and decision making. Economic contractions induce avoidance motivation and affect negative economic sentiment, but leave approach motivation and positive economic sentiment unaffected. In contrast, economic expansions induce approach motivation and positive economic sentiment, but do not affect avoidance motivation or negative economic sentiment (study 1). Moreover, economic contractions induce risk aversion for negative outcomes, but not for positive outcomes, while economic expansions instigate risk seeking for positive outcomes, but not for negative outcomes (study 2). A time-series study based on consumer spending over eight decades mirrors the findings of the experimental studies: The consumption of products associated with avoiding negative outcomes increases during economic contractions, but not during expansions. In contrast, the consumption of products associated with achieving positive outcomes increases in expansions, but is unaffected by contractions (study 3).     

After the break-up: How divorcing affects individuals at work

Divorce is one of life's most stressful events. By pairing two studies, using mixed-methods, and drawing on conservation of resources theory, we contribute new and previously unavailable information about three questions. How and to what extent does going through a divorce affect individuals at work? What factors differentiate a lower versus higher impact on work? Do work outcomes improve after a divorce has been completed? In Study 1, individuals currently in the process of divorcing report more negative mood at work, lower job performance, and lower health in comparison to employees recently divorced, divorced over 5 years ago, or never divorced. Qualitative findings illustrate vivid reports of intrusive negative affect and reduced focus at work. At the same time, nearly 39% of individuals reported that divorcing had a positive impact on their job, work, or career. Qualitative findings reveal that for some, divorcing frees up time and energy and amplifies motivation for work. Study 2 is a longitudinal survey study of individuals in the process of a divorce. Findings indicate that levels of divorce-related grief, quality of the dissolving marriage, the presence of children, and anticipated post-divorce financial stability differentiate between those with better and worse work outcomes. Individuals improve on work-related cognitive and physical engagement, job performance, and health after their divorces are completed. Our results extend empirical knowledge and theory with new insights about work outcomes associated with divorcing as well as the recovery of work outcomes over time.     

Approach-motivated positive affect reduces breadth of attention

Research has found that positive affect broadens attention. However, these studies have manipulated positive affect that is low in approach motivation. Positive affect that is high in approach motivation should reduce the breadth of attention, as organisms shut out irrelevant stimuli as they approach desired objects. Four studies examined the attentional consequences of approach-motivated positive-affect states. Results were consistent with predictions. Participants showed less global attentional focus after viewing high-approach-motivating positive stimuli than after viewing low-approach-motivating positive stimuli (Study 1) or neutral stimuli (Study 2). Study 3 found that greater trait approach motivation resulted in less global attentional focus after participants viewed approach-motivating positive stimuli. Study 4 manipulated affect and approach motivation independently. Greater approach-motivated positive affect caused lower global focus. High-approach-motivated positive affect reduces global attentional focus, whereas low-approach-motivated positive affect increases global attentional focus. Incorporating the intensity of approach motivation into models of positive affect broadens understanding of the consequences of positive affect.     

The appeal of the underdog

When people observe competitions, they are often drawn to figures that are seen as disadvantaged or unlikely to prevail. The present research tested the scope and limits of people's support for underdogs. The first two studies demonstrated, in the context of Olympic matches (Study 1) and the Israeli-Palestinian conflict (Study 2), that observers' support for a competitor increased when framing it as an underdog. The final two studies explored mechanisms underlying support for underdogs. Study 3 showed that participants attributed more effort to a team when they believed it to be an underdog, and perceptions of effort mediated liking. In Study 4, participants reading a hypothetical sporting event supported a team with a low probability of success and labeled it an underdog unless it had greater resources than an opponent, suggesting that low expectations by themselves do not engender support if positive outcomes are not seen as deserved.     

Be Happy,don't Wait: The Role of Trait Affect in Job Search

In this study we developed and tested a self‐regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal data from 245 graduating students who were searching for a full‐time position, we found that positive, but not negative, affect influenced the self‐regulatory variables of motivation control and procrastination, which in turn influenced the job search outcomes. Procrastination had direct effects on the number of first interviews, controlling for job search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of job search activities. We discuss the implications of such results for understanding the role of affect and self‐regulation in the job search process and for measuring the quality as well as quantity (i.e., intensity) of job search tactics.