From goal motivation to goal progress: the mediating role of coping in the Self-Concordance Model

Abstract

The present studies examined the mediating role of self-regulatory mechanisms in the relationship between goal motivation and goal progress in the Self-Concordance Model. First, a systematic review, using meta-analytical path analysis, supported the mediating role of effort and action planning in the positive association between autonomous goal motivation and goal progress. Second, results from two additional empirical studies, using structural equation modeling, lent credence to the mediating role of coping in the relationship between goal motivation and goal progress of university students. Autonomous goal motivation was positively associated with task-oriented coping, which predicted greater goal progress during midterm exams (Study 1, N=702) and at the end of the semester in a different sample (Study 2, N=167). Controlled goal motivation was associated with greater disengagement-oriented coping (Study 1 and Study 2) and lesser use of task-oriented coping (Study 2), which reduced goal progress. These results held up after controlling for perceived stress (Study 2). Our findings highlight the importance of coping in the “inception-to-attainment” goal process because autonomous goal motivation indirectly rather than directly predicts goal progress of university students through their usage of task-oriented coping.     

Dissociable influences of reward motivation and positive emotion on cognitive control

It is becoming increasingly appreciated that affective and/or motivational influences contribute strongly to goal-oriented cognition and behavior. An unresolved question is whether emotional manipulations (i.e., direct induction of affectively valenced subjective experience) and motivational manipulations (e.g., delivery of performance-contingent rewards and punishments) have similar or distinct effects on cognitive control. Prior work has suggested that reward motivation can reliably enhance a proactive mode of cognitive control, whereas other evidence is suggestive that positive emotion improves cognitive flexibility, but reduces proactive control. However, a limitation of the prior research is that reward motivation and positive emotion have largely been studied independently. Here, we directly compared the effects of positive emotion and reward motivation on cognitive control with a tightly matched, within-subjects design, using the AX-continuous performance task paradigm, which allows for relative measurement of proactive versus reactive cognitive control. High-resolution pupillometry was employed as a secondary measure of cognitive dynamics during task performance. Robust increases in behavioral and pupillometric indices of proactive control were observed with reward motivation. The effects of positive emotion were much weaker, but if anything, also reflected enhancement of proactive control, a pattern that diverges from some prior findings. These results indicate that reward motivation has robust influences on cognitive control, while also highlighting the complexity and heterogeneity of positive-emotion effects. The findings are discussed in terms of potential neurobiological mechanisms.     

Feeling close and doing well: The prevalence and motivational effects of interpersonally engaging emotions in Mexican and European American cultural contexts

Two studies investigate whether interpersonally engaging emotions—those that bring the self closer to others (e.g., affection, shame)—are central to the model of self and relationships prevalent in Mexican cultural contexts. Study 1 demonstrated that compared to people in European American contexts, people in Mexican contexts were more likely to report experiencing interpersonally engaging emotions and less likely to report experiencing interpersonally disengaging emotions. Study 2 found that interpersonally engaging emotions had a substantial influence on performance motivation in Mexican contexts—Mexican participants solved more word search puzzles after recalling instances in which they experienced positive interpersonally engaging emotions, and fewer after recalling negative interpersonally disengaging emotions; in contrast, there were no differences by condition for European Americans. These findings significantly extend previous research by documenting the implications of relational concerns (e.g., simpatia, personalismo) for emotion and motivation in Mexican contexts, and are the first to demonstrate the motivational effects of interpersonally engaging emotions.     

Adaptation in conflict: are conflict-triggered control adjustments protected in the presence of motivational distractors?

Solving a conflict between two response options in an interference task has been found to increase control in a subsequent conflict situation. The present research examined whether such conflict adaptation persists in the presence of distractors that have motivational relevance and are therefore competing for attentional resources (i.e. they signal opportunities for monetary gains or losses contingent on overall task performance). In an adjusted flanker task, motivational (versus neutral versus no) distractors were presented together with the current trial while the previous trial never included any distractor. Accumulated evidence across three studies showed that motivational distractors reduced the conflict adaptation effect. This was found irrespective of the location at which the distractor occurred (Study 1), and independent of its valence (i.e. reward or loss, Study 2). Study 3 and a merged data analysis ruled out low-level alternative explanations. In line with a dual competition account (Pessoa, L. (2009). How do emotion and motivation direct executive control? Trends in Cognitive Sciences, 13(4), 160–166. doi:10.1016/j.tics.2009.01.006), our results show that conflict adaptation is not fully protected in the presence of motivational distractors. We discuss whether this should be interpreted as a limitation, or as reflecting the flexibility of the control system in dealing with motivationally relevant information.     

Five studies testing two new egoistic alternatives to the empathy-altruism hypothesis

The empathy-altruism hypothesis claims that prosocial motivation associated with feeling empathy for a person in need is directed toward the ultimate goal of benefiting that person, not toward some subtle form of self-benefit. We explored two new egoistic alternatives to this hypothesis. The empathy-specific reward hypothesis proposes that the prosocial motivation associated with empathy is directed toward the goal of obtaining social or self-rewards (i.e., praise, honor, and pride). The empathy-specific punishment hypothesis proposes that this motivation is directed toward the goal of avoiding social or self-punishments (i.e., censure, guilt, and shame). Study 1 provided an initial test of the empathy-specific reward hypothesis. Studies 2 through 4 used three procedures to test the empathy-specific punishment hypothesis. In Study 5, a Stroop procedure was used to assess the role of reward-relevant, punishment-relevant, and victim-relevant cognitions in mediating the empathy-helping relationship. Results of these five studies did not support either the empathy-specific reward or the empathy-specific punishment hypothesis. Instead, results of each supported the empathy-altruism hypothesis. Evidence that empathic emotion evokes altruistic motivation continues to mount.     

Incremental effects of reward on creativity

The authors examined 2 ways reward might increase creativity. First, reward contingent on creativity might increase extrinsic motivation. Studies 1 and 2 found that repeatedly giving preadolescent students reward for creative performance in 1 task increased their creativity in subsequent tasks. Study 3 reported that reward promised for creativity increased college students' creative task performance. Second, expected reward for high performance might increase creativity by enhancing perceived self-determination and, therefore, intrinsic task interest. Study 4 found that employees' intrinsic job interest mediated a positive relationship between expected reward for high performance and creative suggestions offered at work. Study 5 found that employees' perceived self-determination mediated a positive relationship between expected reward for high performance and the creativity of anonymous suggestions for helping the organization.     

Toward a tripartite model of intrinsic motivation

Intrinsic motivation (IM) refers to engaging in an activity for the pleasure inherent in the activity. The present article presents a tripartite model of IM consisting of IM to know (i.e., engaging in an activity to experience pleasure while learning and trying to understand something new), IM toward accomplishment (i.e., engaging in an activity for the pleasure experienced when attempting task mastery), and IM to experience stimulation (i.e., engaging in an activity for feelings of sensory pleasure). The tripartite model of IM posits that each type of IM can result from task, situational, and personality determinants and can lead to specific types of cognitive, affective, and behavioral outcomes. The purpose of this research was to test some predictions derived from this model. Across 4 studies (Study 1: N = 331; Study 2: N = 113; Study 3: N = 58; Study 4: N = 135), the 3 types of IM as well as potential determinants and consequences were assessed. Results revealed that experiencing one type of IM over the others depends in part on people's personality styles. Also, each type of IM was found to predict specific outcomes (i.e., affective states and behavioral choices). The implications of the tripartite model of IM for motivation research are discussed.     

On the role of experience versus motivation in predicting the own-race effect

The other-race effect (ORE) is a longstanding phenomenon in experimental psychology, where recognition for same-race faces is superior than for other-race faces. The present research pits two competing theories of perceptual expertise and social motivation against each other to see which is the more robust predictor of the ORE. In Study 1, we measured Black and White participants' prior contact with individuals from the other-race (i.e. expertise) as well as their expected level of future interaction with other-race individuals (i.e. motivation). Of the two theories, anticipated interaction (i.e. motivation) emerged as a significant predictor of the ORE. Study 2 followed the same design, measuring motivation with a self-report assessment of how much participants are willing to have cross-race friendships. Here, neither experience nor motivation predicted the ORE, though an ORE was established. Differences in measures that assess motivation and the experience versus motivation debate are discussed.     

The Effects of Task Content and Reward Contingency Upon Task Performance and Satisfaction1

A laboratory study examined the effects of task design and reward contingency upon task performance and satisfaction and upon behavioral and attributional measures of intrinsic and extrinsic motivation. Intrinsic and extrinsic motivation were defined by the task content-task consequence distinction. Both the task design and reward contingency factors were found to yield significant multivariate F ratios, but their interaction was not significant. Subjects in the contingent pay condition had higher performance quantity than those in the noncontingent condition. Subjects in the enriched task condition produced higher quality units than those in the nonenriched condition. Both contingent pay and enriched task conditons yielded higher task satisfaction and increased attributions of performance to intrinsic factors. Results were discussed in terms of cognitive evaluation theory and the distinction between intrinsic and extrinsic motivation.     

Threats to autonomy: motivational responses to risk information

Two studies considered the role of autonomy in people's motivational response to health‐risk information. In Study 1, ‘non‐smoker’ participants (N = 59) completed a measure of autonomy and read either health‐risk information about smoking or neutral information. Those who read the health‐risk information reported less autonomous motivation for not smoking than did those who read the neutral information. However, level of autonomy moderated this effect: lower autonomy participants reported less autonomous motivation after reading the health‐risk information than after reading the neutral information but there was no such effect for higher autonomy participants. Study 2 (N = 100) supported the results of Study 1 using a sample of smokers, with a significant interaction between autonomy and health‐risk condition predicting autonomous motivation. Higher autonomy participants reported greater autonomous motivation to quit smoking after reading health‐risk information than after reading neutral information. There was no effect of condition for lower autonomy participants. Autonomous and controlled motivation was also considered in relation to the antecedents of intention outlined in the TPB. The findings are discussed in relation to the differential motivational impact of risk information on people with higher or lower autonomy. Copyright © 2007 John Wiley & Sons, Ltd.     

Differential effects of social and non‐social reward on response inhibition in children and adolescents

An important issue in the field of clinical and developmental psychopathology is whether cognitive control processes, such as response inhibition, can be specifically enhanced by motivation. To determine whether non‐social (i.e. monetary) and social (i.e. positive facial expressions) rewards are able to differentially improve response inhibition accuracy in typically developing children and adolescents, an ‘incentive’ go/no‐go task was applied with reward contingencies for successful inhibition. In addition, the impact of children's personality traits (such as reward seeking and empathy) on monetary and social reward responsiveness was assessed in 65 boys, ages 8 to 12 years. All subjects were tested twice: At baseline, inhibitory control was assessed without reward, and then subjects were pseudorandomly assigned to one of four experimental conditions, including (1) social reward only, (2) monetary reward only, (3) mixed social and monetary reward, or (4) a retest condition without reward. Both social and non‐social reward significantly improved task performance, although larger effects were observed for monetary reward. The higher the children scored on reward seeking scales, the larger was their improvement in response inhibition, but only if monetary reward was used. In addition, there was a tendency for an association between empathic skills and benefits from social reward. These data suggest that social incentives do not have an equally strong reinforcing value as compared to financial incentives. However, different personality traits seem to determine to what extent a child profits from different types of reward. Clinical implications regarding probable hyposensitivity to social reward in subjects with autism and dysregulated reward‐seeking behaviour in children with attention‐deficit/hyperactivity disorder (ADHD) are discussed.     

Action-control beliefs and behaviors as predictors of change in adjustment across the transition to middle school

Abstract

We examined longitudinal changes in young adolescents’ (N=368) action-control beliefs, coping behaviors, and adjustment (i.e., positive and negative affect, depression, aggression) across the transition from elementary school to middle school. Results indicated greater inter-individual instability in adjustment during this transition than during the previous school year. Using ordinary least-squares (OLS) growth models to extract intra-individual change scores for each variable (i.e., slopes and intercepts), we conducted a series of stepwise regressions to determine which features of control beliefs and coping behaviors best predicted changes in adjustment across the transition to middle school. We found that negative coping behaviors (i.e., antisocial coping) consistently predicted negative changes in the adjustment variables (e.g., greater depression, more aggression), whereas positive beliefs and behaviors did not consistently predict changes in the adjustment variables.     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

Factors Influencing Occupational Competence in Schizophrenia

Abstract

Objective: To explore and compare the perception of productive activities (studies, work) held by young adults with schizophrenia and their therapists.

Method: An exploratory qualitative study was carried out using the Model of Competence (Rousseau, 2003). Nine client-therapist dyads were recruited. Data collected were transcribed, coded, and processed with QSR.N'VIVO (2002).

Results: Therapists and clients agree about the personal characteristics (e.g., motivation, coping) and activities (e.g., prior work or study experiences) that have positive (e.g., social skills) or negative influence (e.g., symptoms of schizophrenia) on competence in productive activities. Their perceptions differ about the environmental characteristics that influence competence: some elements are mentioned only by clients (e.g., work environment) or therapists (e.g., using community resources).

Conclusion: The framework offered by a specialized clinic can promote exchanges and the congruence of perceptions between therapists and clients. Interventions focusing on the environment should be further developed in relation to productive activities.     

Counteracting stress through leisure coping: a prospective health study

The purpose of this study was to examine stress-buffer or -counteracting effects of leisure coping, by taking into account several key axes of society (i.e., gender, social class, and age) that are essential to characterize the diverse nature of our society. A 1-year prospective survey of a representative sample (n = 938) from an urban Canadian city was conducted. In the total sample, long-term health protective benefits of leisure coping became evident when stress levels were higher than lower (i.e., support for buffer effects of leisure coping). However, a health-protective effect of leisure coping to counteract the impact of stress on health was found substantially stronger for people with lower social class than for those with higher social class. On the other hand, health-protective stress-buffer effects of leisure coping were evident regardless of people's gender and age. The findings underscore the importance of giving greater attention to the role of leisure as a means of coping with stress in health practices, particularly among marginalized groups such as individuals with lower social class.     

Depression and Approach Motivation: Differential Relations to Monetary,Social, and Food Reward

Depression is associated with blunted reward functioning. It remains unknown, however, whether depression is linked to diminished motivation to approach reward across categories of reward stimuli, or if depression is differentially related to approach motivation. The current study tested associations between depression and behavioral approach motivation to specific reward stimuli (i.e., money, social, food reward). In a two-visit study, university females (N = 122, M _age = 18.67) completed measures of depression and three behavioral approach motivation tasks (completed across visits). Differential findings emerged across behavioral reward tasks. Specifically, depressive symptoms were associated with decreased motivation to approach monetary and social reward but increased motivation to approach food reward. Results suggest a category-specific conceptualization of depressive symptomatology in relation to behavioral approach motivation, whereby women with elevated symptoms may be less likely to approach certain rewards, but more likely to approach others.     

Does Acquisitive Self‐Presentation in Personality Self‐Ratings Enhance Validity? Evidence from two experimental field studies

The aim of the present research was to demonstrate that acquisitive self‐presentation in personality scales is not a barrier to their criterion‐related validities in human resource contexts, but rather a means to improve them. A pilot study (Study 1) with 96 job incumbents provided preliminary positive evidence. In Study 2, in the experimental group (n=99), the instructions asked job incumbents to work on a Big‐Five personality inventory (BFI‐K) as if they took part in a personnel selection procedure for a personally very attractive position. In the control group (n=93) of Study 2, job incumbents were asked to answer the inventory items honestly. As expected, the correlation between the self‐ratings of the motive to get along (i.e., which comprises emotional stability, conscientiousness, and agreeableness) and contextual performance assessments was significantly higher in the experimental group than in the control group in Study 2. Additionally, the correlation between the self‐ratings of the motive to get ahead (i.e., which comprises extraversion and openness to experience) and task performance and leadership assessments was significantly higher in the experimental group than in the control group in Study 2. It is proposed that responding to a personality inventory in a human resource decision situation should be conceptualized as a workplace simulation.     

Forbearance coping, identification with heritage culture, acculturative stress, and psychological distress among Chinese international students

Based on Berry's (1997) theoretical framework for acculturation, our goal in this study was to examine whether the use of a culturally relevant coping strategy (i.e., forbearance coping, a predictor) would be associated with a lower level of psychological distress (a psychological outcome), for whom (i.e., those with weaker vs. stronger identification with heritage culture, a moderator), and under what situations (i.e., lower vs. higher acculturative stress, a moderator). A total of 188 Chinese international students completed an online survey. Results from a hierarchical regression indicated a significant 3-way interaction of forbearance coping, identification with heritage culture, and acculturative stress on psychological distress. For those with a weaker identification with their heritage culture, when acculturative stress was higher, the use of forbearance coping was positively associated with psychological distress. However, this was not the case when acculturative stress was lower. In other words, the use of forbearance coping was not significantly associated with psychological distress when acculturative stress was lower. Moreover, for those with a stronger cultural heritage identification, the use of forbearance coping was not significantly associated with psychological distress regardless of whether acculturative stress was high or low. Future research and implications are discussed.     

Job-content Perceptions, Performance–reward Expectancies, and Absenteeism among Low-wage Public-sector Clerical Employees

This study explored relations of job-content perceptions (i.e., skill variety and task significance), and performance–reward expectancies, with absenteeism among 134 low-wage public-sector clerical employees. Results indicated that those employees who perceived limited performance–reward expectancies (i.e., lower instrumentality), and who considered their jobs to be either higher on skill variety or task significance, were likely to be absent more often. Moreover, the link between skill variety and absenteeism was moderated by instrumentality in a manner suggesting that respondents may have utilized absenteeism as a means of compensating for perceived workplace contributions not extrinsically rewarded. These findings further suggest that employees in occupational settings for which performance-related extrinsic rewards are less available may not respond to favorable job-content perceptions in the positive manner generally predicted by job characteristics theory.