孤芳自赏还是乐于助人?员工自恋对亲社会行为的影响

本研究通过整合自恋双元理论和特质激活理论, 探讨欣赏型自恋、敌对型自恋对员工亲社会行为的影响机制, 深入分析了员工关系趋近型动机和关系回避型动机的中介作用以及任务相互依赖性的调节作用。通过对来自员工-同事二阶段配对的235份数据进行分析, 结果发现: 欣赏型自恋对员工亲社会行为具有显著的正向影响, 敌对型自恋对员工亲社会行为具有显著的负向影响; 关系趋近型动机在欣赏型自恋与员工亲社会行为之间发挥着中介作用, 关系回避型动机在敌对型自恋与员工亲社会行为之间没有发挥中介作用; 任务相互依赖性不仅正向调节欣赏型自恋与员工关系趋近型动机的直接效应, 而且还正向调节着欣赏型自恋通过关系趋近型动机对亲社会行为的间接效应。     

An exploratory study of gender and motivation to lead in millennials

ABSTRACT

This study explores how gender predicts millennial employee motivation to take a leadership role within a work organization. Previous studies have considered multiple factors in predicting three distinct types of employee motivation to lead, but none have considered how gender may impact this relationship, specifically within the millennial population. Using a sample of 210 employees from a range of industries, results indicate that gender directly affects two types of motivation to lead. In addition to enhancing the theoretical model of employee motivation to accept organizational leadership responsibilities, the results have practical significance for organizations concerned with attracting and developing millennial organizational leaders.     

AN EXAMINATION OF LEADERSHIP AND EMPLOYEE CREATIVITY: THE RELEVANCE OF TRAITS AND RELATIONSHIPS

Creativity is becoming a topic of ever-increasing interest to organizational managers. Thus, there is a need for a greater understanding of the dynamics between the personal and contextual factors responsible for creative performance in work settings. In particular, there is a need to identify the role of leadership for creativity. Until now, creativity studies have examined leadership and employee characteristics from a single-domain perspective. Data from 191 R&D employees of a large chemical company were used to test a multidomain, interactionist creativity model of employee characteristics, leader characteristics, and Leader-Member Exchange (LMX). Results suggest that employee intrinsic motivation and cognitive style, LMX, the interactions between employee intrinsic motivation and leader intrinsic motivation, and between LMX and employee cognitive style relate to employee creative performance as measured by supervisor ratings, invention disclosure forms, or research reports. Implications for practicing managers and research on leadership and creativity are discussed.     

Understanding Self-Report Bias in Organizational Behavior Research

Self-report and mono-method bias often threaten the validity of research conducted in business settings and thus hinder the development of theories of organizational behavior. This paper outlines a conceptual framework for understanding factors that influence the motivation of an employee to bias his or her responses to questions posed by organizational researchers. Using a longitudinal, multitrait-multimethod dataset, we illustrate various aspects of the problem and argue that traditional approaches for controlling self-report bias do not adequately prevent the problem. The results suggest the need for developing a theory of method effects and companion analytic techniques to improve the accuracy of psychological research in business settings.     

Predicting staff retention from employee motivation and job satisfaction

This study investigated the role of employee motivation and job satisfaction as predictors of staff retention in a foreign exchange bank. Participants were 341 employees of a South African foreign exchange bank division (female?=?62.8%; black?=?31.1%; managers?=?37%, mean years of experience?=?10 years). The employees completed the following self-report measures: Work Preference Inventory, Job Satisfaction Survey, and Employee Retention Questionnaire. Structural equation modelling was applied in the analysis to test the prediction effect of employee motivation and job satisfaction on staff retention. The findings of the model fit revealed that the model (employee motivation and employee job satisfaction) explained an estimated 46% of the variance in the employee retention construct. The job satisfaction construct in the model explained an estimated 66% of the variance in the employee retention construct; while the employee motivation construct explained only 8% of the variance. Organisational talent management should seek to identify employee motivation and job satisfaction interventions that might help to retain talented staff.     

Explorations using computer simulation to comprehend thematic apperceptive measurement of motivation

The new theory of motivation by Atkinson and Birch (1970), based on conceptual analysis of a change in activity, has been programmed to allow computer simulation of effects of differences in motivation on the stream of operant behavior. Simulation of conditions that exist when people who differ in strength of achievement motive write imaginative stories in response to a sequence of pictures shows that construct validity does not require internal consistency as traditionally supposed. The theoretically deduced differences in total time spent imagining achieving (instead of something else) can postdict input differences in motive strength (i.e., construct validity) even when there is little or no internal consistency reliability as indicated by Cronbach's (1951) alpha computed from theoretically deduced time spent imagining achievement in response to particular pictures. This general point has already been amply documented in 25 years of productive empirical research using TATn Achievement. Now a definitive theoretical refutation of the repeated psychometric criticism of the method is provided. Those who have been moved to dispel fantasies about fantasy-based measures of achievement motivation (Entwistle, 1972) are invited, instead, to examine the shallow theoretical foudation of our traditional myths of measurement.This paper elaborates a report presented August 30, 1975, at the 83rd annual meeting of the American Psychological Association. The authors gratefully acknowledge early assistance by Mary M. Moffett, and financial support by a Rackham Faculty Research Grant (JWA), a National Science Foundation Fellowship (KB), and a Michigan Student Medical Research Grant (LHP). Intricate detail has been avoided in describing the several simulations for the sake of clarity in this overview of exploratory work.     

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.     

Sport motivation scale-6 (SMS-6): A revised six-factor sport motivation scale

Background and Purpose: The sport motivation scale (SMS; [Pelletier, L. G., Fortier, M. S., Vallerand, R. J., Tuson, K. M., Brière, N. M., & Blais, M. R. (1995). Toward a new measure of intrinsic motivation, extrinsic motivation, and amotivation in sports: The sport motivation scale (SMS). Journal of Sport and Exercise Psychology, 17, 35–53]) was developed to measure an athlete's motivation toward sport participation. However, the SMS does not measure the most autonomous form of extrinsic motivation, integrated regulation, which is inconsistent with self-determination theory (SDT; [Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behaviour. New York: Plenum Press]) upon which the instrument is based. Moreover, several studies (e.g., [Martens, M. P., & Webber, S. N. (2002). Psychometric properties of the sport motivation scale: An evaluation with college varsity athletes from the U.S. Journal of Sport and Exercise Psychology, 24, 254–270]) have questioned the factorial validity of the SMS. Hence, the purpose of this study was to develop a revised version of the SMS, including integrated regulation.Method: In Stage 1, the factorial validity of the SMS was examined using confirmatory factor analysis (CFA) on data collected from 614 Australians (elite athletes and university students). In Stage 2, the scale was revised by including integrated regulation items and replacing problematic items through an iterative process using CFA for data collected from 557 Australian university students. Concurrent validity of the revised scale was examined by evaluating correlations with the dispositional flow scale-2 (DFS-2) [Jackson, S. A., & Eklund, R. C. (2004). The flow scales manual. Morgantown, WV: Fitness Information Technology].Results: The revision led to development of a six-factor 24-item scale (SMS-6) that indicated a more parsimonious and improved fitting model consistent with SDT. Correlations between the SMS-6 and DFS-2 factors support the concurrent validity of the revised scale.Conclusion: From statistical and theoretical viewpoints, the revised SMS-6 was preferable to the original SMS, except for the discriminant validity issue of identification regulation. Further examination of the instrument is necessary by cross-validating the findings from this study.     

“近朱者赤”：同事主动行为如何激发员工动机和绩效

以往有关主动性的研究通常聚焦员工本身, 忽略了团队或组织中同事会对员工行为产生影响这一重要管理实践和理论视角。为此, 本研究以社会学习理论为基础, 探讨了同事主动行为对员工自主动机和工作绩效的影响, 以及员工主动性人格的调节作用。通过多时点、上下级匹配问卷(研究1)及情景实验(研究2)两项研究, 本文发现, 同事主动行为可以激发员工的自主动机, 进而提升工作绩效; 并且, 员工主动性人格强化了同事主动行为对员工自主动机的正向作用。本研究不仅从理论上将现有关于主动行为的研究视角迁移到同事, 也为如何更好地激励员工提供了实践指导。     

The role of motivation to avoid detection in reaction time-based concealed information detection

Do motivated liars lie more successfully? The motivational effort hypothesis predicts that higher motivation effectively diminishes the chance of being detected, whereas the motivational impairment hypothesis predicts that the higher the motivation to go undetected, the greater the chance of being detected. We manipulated motivation in two online reaction time-based Concealed Information Test studies in which participants tried to hide their identity. Detection of concealed identity information in Experiment 1 (n = 259) was successful and a small financial incentive to avoid detection did not impact upon validity. Despite a greater financial incentive and a manipulation check showing that motivation was increased, Experiment 2 (n = 233) did not impact upon the test's validity either. A financial incentive to avoid detection did not decrease the validity of concealed information detection.     

The Embarrassing Adam’s Apple, Compromised Masculinity, and Hope: The Case of Norman Rockwell

Taking its cue from Norman Rockwell’s embarrassment regarding his protruding Adam’s apple, this article focuses on the role that this embarrassment played in his development of a sense of “compromised masculinity” (Halpern 2006). This focus is informed by a discussion of the Adam’s apple from a historical and medical point of view, and by a consideration of Rockwell’s work as an artist. The article concludes with an exploration of his painting Freedom of Speech and its role in his turning of a perceived physical liability into a psychological strength and of its implications for a view of Rockwell as an agent of hope.     

Educating Jouy

The feminist charge that Michel Foucault's work in general and his history of sexuality in particular are masculinist, sexist, and reflect male biases vexes feminist philosophers of disability who believe his claims about (for instance) the constitution of subjects, genealogy, governmentality, discipline, and regimes of truths imbue their feminist analyses of disability and ableism with complexity and richness, as well as inspire theoretical sophistication and intellectual rigor in the fields of philosophy of disability and disability studies more generally. No aspect of Foucault's corpus has been more consistently subjected to the charges of masculinism and male bias than his example of the nineteenth‐century farmhand Charles Jouy who, at about forty years of age, engaged in sexual activity with a girl, Sophie Adam, was reported to authorities, and subsequently was incarcerated in Maréville for the rest of his days. My central aim in this paper is to interrupt the momentum of the accepted feminist interpretation of the Jouy case by advancing a feminist perspective on Jouy's identity and the incidents involving Jouy and Adam that takes seriously insights derived from philosophy of disability and critical disability theory and history.     

Effectiveness of a moral and benevolent leader: Probing the interactions of the dimensions of paternalistic leadership

Paternalistic leadership has three dimensions: authoritarianism, benevolence and morality. Although it is important to understand how these dimensions interact to impact leadership effectiveness, previous studies have failed to identify consistent interaction effects of these dimensions, probably because of the high intercorrelations among the three dimensions. By manipulating the three dimensions independently in an experimental study ( N  = 265 Taiwanese employees), we found that: (i) benevolence and morality increased subordinates' deference to supervisor and work motivation, although authoritarianism was unrelated to these outcomes; and (ii) benevolence and morality interacted to affect the same employee outcomes. Specifically, benevolent and moral leaders elicited more favourable employee outcomes than leaders exhibiting other leadership styles.     

The Organizational Socialization Inventory

Organizational socialization is regarded as an interactive process between employees and their organizations such that employee perceptions of socialization may impact on the process. Four social-psychological factors were theorized to influence employee perceptions of their socialization at work, namely: training; understanding; co-worker support; and prospects for the future. Based on these four factors, an Organizational Socialization Inventory (OSI) was created as a quantitative measure of socialization in organizations. The OSI is intended for general use in a variety of organizational settings. This paper describes the construction of the OSI and its subscales, reports their reliabilities, relates the results of their initial validity tests, and suggests some potential uses of the OSI.     

Structured perceptual arrays and the modulation of Fitts's law: examining saccadic eye movements

On the basis of recent observations of a modulation of Fitts's law for manual pointing movements in structured visual arrays (J. J. Adam, R. Mol, J. Pratt, & M. H. Fischer, 2006; J. Pratt, J. J. Adam, & M. H. Fischer, 2007), the authors examined whether a similar modulation occurs for saccadic eye movements. Healthy participants (N = 19) made horizontal saccades to targets that appeared randomly in 1 of 4 positions, either on an empty background or within 1 of 4 placeholder boxes. Whereas in previous studies, placeholders caused a decrease in movement time (MT) without the normal decrease in movement accuracy predicted by Fitts's law, placeholders in the present experiment increased saccadic accuracy (decreased endpoint variability) without an increase in MT. The present results extend the findings of J. J. Adam et al. of a modulation of Fitts's law from the temporal domain to the spatial domain and from manual movements to eye movements.     

When proactivity produces a power struggle: how supervisors’ power motivation affects their support for employees’ promotive voice

Previous research informs us about facilitators of employees’ promotive voice. Yet little is known about what determines whether a specific idea for constructive change brought up by an employee will be approved or rejected by a supervisor. Drawing on interactionist theories of motivation and personality, we propose that a supervisor will be least likely to support an idea when it threatens the supervisor’s power motive, and when it is perceived to serve the employee’s own striving for power. The prosocial versus egoistic intentions attributed to the idea presenter are proposed to mediate the latter effect. We conducted three scenario-based studies in which supervisors evaluated fictitious ideas voiced by employees that – if implemented – would have power-related consequences for them as a supervisor. Results show that the higher a supervisors’ explicit power motive was, the less likely they were to support a power-threatening idea (Study 1, N = 60). Moreover, idea support was less likely when this idea was proposed by an employee that was described as high (rather than low) on power motivation (Study 2, N = 79); attributed prosocial intentions mediated this effect. Study 3 (N = 260) replicates these results.     

Job Embeddedness in a Culturally Diverse Environment

The demographic composition of the workforce is changing, with an increase in the participation of minorities. Numerous studies center their attention on the inclusion of minorities, but variation in turnover of a culturally diverse workforce has not received much attention. Forecasts indicate that by 2020 Hispanic presence will increase 60% nationwide. Given these trends, it is critical that management scholars examine the impact of Hispanic cultural factors on important organizational outcomes such as voluntary turnover. This paper assesses whether there are significant differences between Hispanics and Caucasians with respect to job embeddedness and voluntary turnover. The findings suggest that job embeddedness is a robust predictor of employee retention across diverse populations. Portions of this research were submitted by Carlos M. Mallol in partial fulfillment of requirements for his doctoral degree. A preliminary version of this article was presented at the 2003 Academy of International Business Conference.     

Incremental validity of person-organization fit over the Big Five personality measures

Few studies have provided the validity evidence of a measure of objective person-organization fit (P-O fit) as a selection tool. The present study used a concurrent validation design to examine the criterion-related validity and the incremental validity of a P-O fit measure beyond the validity of the Big Five personality test for predicting job performance (task performance and organizational citizenship behavior) and employee commitment (organizational commitment and supervisory commitment) for a group of high-tech professional employees in Taiwan. Results showed that P-O fit predicted the contextual component of overall job performance and was significantly related to two types of employee commitment. Moreover, P-O fit had an incremental validity beyond that of the personality measures for predicting some of our outcome variables.     

How Colleagues Can Support Each Other's Needs and Motivation: An Intervention on Employee Work Motivation

Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self‐Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each other's basic psychological needs for autonomy, competence, and relatedness and, hence, increase each other's need satisfaction and autonomous motivation, while decreasing controlled motivation. We delivered training to 146 participants nested in 26 participating teams and assessed basic need satisfaction and autonomous and controlled motivation before and after the intervention. Multilevel regression analyses indicated that employees in the experimental (i.e. intervention) condition had a stronger increase in need satisfaction and autonomous motivation than employees did in the control condition, and that the increase in autonomous motivation was mediated by an increase in need satisfaction. This study provides added value for theory on need satisfaction and demonstrates that a relatively brief intervention among team members may be effective in creating employee need support and increasing autonomous motivation.     

On the Assessment of Situational Intrinsic and Extrinsic Motivation: The Situational Motivation Scale (SIMS)

The purpose of the present research was to develop and validate a situational (or state) measure of motivation, the Situational Motivation Scale (SIMS). The SIMS is designed to assess the constructs of intrinsic motivation, identified regulation, external regulation, and amotivation (E. L. Deci & R. M. Ryan, 1985, 1991) in field and laboratory settings. Five studies were conducted to develop and validate the SIMS. Overall, results show that the SIMS is composed of 4 internally consistent factors. The construct validity of the scale is also supported by correlations with other constructs as postulated by current theories. Moreover, the SIMS is responsive to experimental induction as evidenced by data gathered through a laboratory study. In sum, the SIMS represents a brief and versatile self-report measure of situational intrinsic motivation, identified regulation, external regulation, and amotivation.