Self-Compassion Versus Global Self-Esteem: Two Different Ways of Relating to Oneself

ABSTRACT This research examined self-compassion and self-esteem as they relate to various aspects of psychological functioning. Self-compassion entails treating oneself with kindness, recognizing one's shared humanity, and being mindful when considering negative aspects of oneself. Study 1 ( N =2,187) compared self-compassion and global self-esteem as they relate to ego-focused reactivity. It was found that self-compassion predicted more stable feelings of self-worth than self-esteem and was less contingent on particular outcomes. Self-compassion also had a stronger negative association with social comparison, public self-consciousness, self-rumination, anger, and need for cognitive closure. Self-esteem (but not self-compassion) was positively associated with narcissism. Study 2 ( N =165) compared global self-esteem and self-compassion with regard to positive mood states. It was found that the two constructs were statistically equivalent predictors of happiness, optimism, and positive affect. Results from these two studies suggest that self-compassion may be a useful alternative to global self-esteem when considering what constitutes a healthy self-stance.     

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.     

Beyond self-esteem: influence of multiple motives on identity construction

Diverse theories suggest that people are motivated to maintain or enhance feelings of self-esteem, continuity, distinctiveness, belonging, efficacy, and meaning in their identities. Four studies tested the influence of these motives on identity construction, by using a multilevel regression design. Participants perceived as more central those identity elements that provided a greater sense of self-esteem, continuity, distinctiveness, and meaning; this was found for individual, relational, and group levels of identity, among various populations, and by using a prospective design. Motives for belonging and efficacy influenced identity definition indirectly through their direct influences on identity enactment and through their contributions to self-esteem. Participants were happiest about those identity elements that best satisfied motives for self-esteem and efficacy. These findings point to the need for an integrated theory of identity motivation.     

The Unintended Negative Consequences of Sympathy for the Stigmatized1

Research on attitudes toward the stigmatized indicates that negative feelings and stereotypes toward the stigmatized are often mixed with positive feelings of sympathy and concern. Three studies investigate the hypothesis that positive outcomes for the stigmatized that are motivated by sympathy may have unintended negative consequences for self-esteem, affect, and motivation. Subjects were asked to imagine themselves in the position of a stigmatized person who received a job either because he or she was qualified, or out of sympathy for a stigmatizing condition. Results indicated that subjects reported lower state self-esteem, more negative affect, and lowered work motivation when the job was offered out of sympathy rather than on the basis of qualifications. Study 2 showed that the negative effects of sympathy occur whether the basis for the sympathy is prejudice and discrimination or mobility problems faced by the stigmatized individual. The third experiment showed that sympathy has negative effects when the sympathy is based either on individual or group-based problems imposed by the stigmatizing condition. The findings are discussed in terms of the attributional ambiguity surrounding positive outcomes faced by the stigmatized and applied to the effects of affirmative-action programs.     

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.     

The effects of situational performance constraints on intrinsic motivation and satisfaction: The role of perceived competence and self-determination

Situational performance constraints, task interest, and pay contingencies were manipulated in a laboratory study in order to investigate the cognitive mechanisms associated with the previously observed detrimental effects of constraints on affective task reactions. It was hypothesized that feelings of task competence and self-determination would account for both the direct and the interactive effects of constraints on motivation and satisfaction. The results of the study indicated that despite the fact that participants' performance was being constrained and they were aware of these constraints, the mere presence of the constraints alone failed to result in lower levels of satisfaction or motivation on a proofreading task. Post hoc analyses suggested that the constraints, in fact, led to negative affective task reactions when they also reduced participants' feelings of competence and self-determination. Interestingly, participants' generalized locus of control was associated with such effects. Internals tended to maintain stronger feelings of competence and self-determination than externals in the presence of constraints, thereby also maintaining greater motivation and satisfaction.     

内隐自尊的特性：来自EAST的证据

采用外部情绪性Simon任务（EAST）对109名大学生对代表自我和他人的刺激词的态度差异进行测量,从而探讨内隐自尊的特性。结果显示：在个体的认知图式中,对自我持有一种内隐的积极的评价或态度,对他人持有一种内隐的相对消极的评价或态度。具体表现在：（1）内隐自尊的特性是将自己与积极的评价和情感相联系,将他人与消极的评价和情感相联系;（2）自我姓名激活的积极的内隐自我态度比一般性自我词更为强烈,而他人姓名激活的消极的内隐态度比一般性非我词更弱。本研究表明,EAST能有效检测出内隐自尊效应,并可以同时获得个体对自我和他人的内隐态度的强度和方向,为内隐自尊研究提供了一种新的有效的方法,但其应用仍需谨慎。     

Contingencies of Self-Worth

Abstract— We argue that the importance of self-esteem lies in what people believe they need to be or do to have worth as a person. These contingencies of self-worth are both sources of motivation and areas of psychological vulnerability. In domains of contingent self-worth, people pursue self-esteem by attempting to validate their abilities and qualities. This pursuit of self-esteem, we argue, has costs to learning, relationships, autonomy, self-regulation, and mental and physical health. We suggest alternatives to this costly pursuit of self-esteem.     

How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

我听故我在？自我声音识别机制的探索

自我声音是自我相关信息之一,同时也是个体识别身份时最重要的标志之一。声音具有骨传导和空气传导的传导方式和个体动机水平的差异都影响个体自我声音识别。在进行自我声音识别认知加工的过程中,会激活右半球额叶大部分脑区,并且在P3和N2成分上与在非我身份声音识别中同样存在显著差异。从声音刺激和个体动机两种角度来开展自我声音识别研究,并结合进化心理学与脑成像技术探索其神经机制,宜成为未来研究的一个方向。     

Attitude as a Conditioner of the Acquisition of New Facts among Eighth Grade Pupils

This study investigated the effects of self-reinforcement and group therapy intervention techniques in modifying the fear of failure motivation and classroom behavior of 123 male fourth- through sixth-grade inner-city economically deprived children. Results confirmed the ability of such techniques to provide success and reward experience for these children and develop internal patterns of positive reinforcement, feelings of competency, and self-esteem as measured by more realistic levels of aspiration, increases in academic performance, and decreases in a projective measure of fear of failure motivation. Classroom use of such easily trained intervention techniques by teachers was suggested.     

The role of self-esteem in the experience of envy

It is the thesis of this paper that although analysts have always recognized that narcissistic injury may trigger envious feelings, the significance of self-esteem as both a motivator and response to envious feelings has not yet been sufficiently explored. Traditional drive-defense or object instinctual explanations tend to diminish awareness of the importance of self-esteem in the experience of envy. The focus on drives or repetition of early patterns of object relations does not always take into account the significance of the cycle in which damaged self-esteem leads to envy, the component parts of which may cause further damage to self-esteem, leading to more envy, and so on. I am suggesting that it is often an attempt to avoid painful injury to one's self-esteem, as well as the related attempt to maintain a positively colored sense of self, and not a repression of drives or a repetition of some aspect of early object relationships which must be understood in order to fully comprehend both feelings of envy and the need to keep such feelings out of conscious awareness.     

Self-compassion at work: A self-regulation perspective on its beneficial effects for work performance and wellbeing

The work environment is fraught with complex demands, hardships, and challenges, highlighting the need to approach work with self-compassion each day. We propose that work self-compassion—a mindset of kindness, gentleness, and care toward oneself as an employee—may generate the resources and motivation needed for self-regulation at work. Drawing from integrated self-control theory (ISCT) and theory on self-compassion, we suggest that on days when employees hold a work self-compassionate mindset, they will exhibit greater work performance and wellbeing via enhanced resource capacity and motivation. In an experimental experience sampling study, we found that a work self-compassionate mindset reduced depletion and increased work self-esteem and thereby heightened daily work engagement and daily resilience. Consequently, employees made greater goal progress at work and experienced higher meaning in life. In a supplemental study, we show that state self-compassion at work is associated with unique variance in work outcomes beyond compassion received from coworkers. We discuss theoretical and practical implications for self-compassion in organizational contexts.     

Self-handicapping, excuse making, and counterfactual thinking: consequences for self-esteem and future motivation

Researchers interested in counterfactual thinking have often found that upward counterfactual thoughts lead to increased motivation to improve in the future, although at the cost of increased negative affect. The present studies suggest that because upward counterfactual thoughts indicate reasons for a poor performance, they can also serve as excuses. In this case, upward counterfactual thoughts should result in more positive self-esteem and reduced future motivation. Five studies demonstrated these effects in the context of self-handicapping. First, upward counterfactual thinking was increased in the presence of a self-handicap. Second, upward counterfactual thoughts indicating the presence of a self-handicap protected self-esteem following failure. Finally, upward counterfactual thoughts that protect self-esteem reduced preparation for a subsequent performance as well as performance itself. These findings suggest that the consequences of upward counterfactuals for affect and motivation are moderated by the goals of the individual as well as the content of the thoughts.     

Disrupting the flow: How brief silences in group conversations affect social needs

We all know the awkward feeling when a conversation is disrupted by a brief silence. This paper studies why such moments can be unsettling. We suggest that silences are particularly disturbing if they disrupt the conversational flow. In two experiments we examined the effects of a single brief instance of silence on social needs, perceived consensus, emotions, and rejection. Study 1 demonstrated that fluent conversations are associated with feelings of belonging, self-esteem, and social validation. If a brief silence disrupts this fluency, negative emotions and feelings of rejection arise. Study 2 replicated these effects in a more realistic setting, and showed that the effects of a brief silence are considerable despite participants' unawareness of the silence. Together, results show that conversational flow induces a sense of belonging and positive self-esteem. Moreover, this research suggests an implicit route to social validation, in which consensus is inferred from fluent group conversation.     

Divorce and the Multidimensionality of Men and Women’s Mental Health: The Role of Social-Relational and Socio-Economic Conditions

Research consistently reveals that the divorced generally face more mental health problems than the married. Less attention however has been paid to positive mental health indicators. Insight in these however may help policy makers and care providers to see both the broader picture and stimulate active coping. Using data from the European Social Survey (2006–2007), differences in both feelings of depression, and in feelings of self-esteem, autonomy, and competence between the married (N?=?14,072) and divorced (N?=?4,304) are estimated for women and men separately. Drawing on stress and coping theories, we map how specific social-relational and socio-economic conditions relate. Analyses reveal that divorce is related not only to more feelings of depression, but also to lower levels of self-esteem and competence. Difference scores in mental health based on marital status are also found to differ significantly between men and women for competence, with the difference being more pronounced in men. Additionally, social-relational and socio-economic conditions explain much of the gap in depression scores—and to a lesser extent, in self-esteem and competence scores—between the married and divorced. Finally, some interesting gender differences were found in how social-relational and socio-economic conditions relate to mental health when divorced, with women especially seeming to benefit from advantageous socio-economic conditions.     

Self-compassion promotes positive adjustment for people who attribute responsibility of a romantic breakup to themselves

Attributing responsibility for a romantic breakup to the self can have dual effects on psychological adjustment, exacerbating disruptive thoughts and feelings, yet also increasing the likelihood of positive changes. Three studies (N = 441) examined whether these dual effects associated with attributing responsibility for a romantic breakup to the self are moderated by self-compassion. Supporting this assertion, trait self-compassion predicted better romantic outlook (Studies 1 & 2), and induced self-compassion predicted greater intended future romantic partner appreciation (Study 3), among people who attributed greater responsibility of a breakup to themselves. In addition, higher trait (Study 2) and induced self-compassion (Study 3) boosted self-improvement motivation with regard to future relationships among participants who attributed responsibility of a romantic breakup to themselves. These adjustment-promoting tendencies associated with self-compassion held controlling for a range of variables known to impact romantic breakup adjustment (e.g., self-esteem, attachment styles, and prior relationship characteristics). We discuss possible mechanisms for these effects and broader implications for future self-compassion research.     

Across the (Not So) Great Divide: Cultural Similarities in Self-Evaluative Processes

Although it is widely assumed that East Asians and Westerners evaluate themselves differently, there is much support for cultural convergences. In this article, I review evidence showing that in both cultures (and to a largely comparable degree), people (a) experience high feelings of self-regard; (b) view themselves and loved ones in highly positive terms; and (c) exhibit self-serving biases that promote feelings of self-worth. Moreover, in both cultures (and to a largely comparable degree), individual differences in self-esteem predict (d) psychological well-being and (e) emotional regulation in response to negative outcomes. These commonalities suggest that self-love is a universal human motivation.     

Resolving the paradox of shame: Differentiating among specific appraisal-feeling combinations explains pro-social and self-defensive motivation

Research has shown that people can respond both self-defensively and pro-socially when they experience shame. We address this paradox by differentiating among specific appraisals (of specific self-defect and concern for condemnation) and feelings (of shame, inferiority, and rejection) often reported as part of shame. In two Experiments (Study 1: N = 85; Study 2: N = 112), manipulations that put participants’ social-image at risk increased their appraisal of concern for condemnation. In Study 2, a manipulation of moral failure increased participants’ appraisal that they suffered a specific self-defect. In both studies, mediation analyses showed that effects of the social-image at risk manipulation on self-defensive motivation were explained by appraisal of concern for condemnation and felt rejection. In contrast, the effect of the moral failure manipulation on pro-social motivation in Study 2 was explained by appraisal of a specific self-defect and felt shame. Thus, distinguishing among the appraisals and feelings tied to shame enabled clearer prediction of pro-social and self-defensive responses to moral failure with and without risk to social-image.     

Doing good,feeling good: Values and the self 's moral center

Rarely do social psychological treatments of the self highlight its moral dimension. We expect people with prosocial values to feel better about themselves when enacting such values. Social identities situate individuals within social groups and wider social structures; successfully enacting important identities increases feelings of self-esteem. This paper looks at individual differences and demonstrates that enacting a social identity (volunteering) contributes more to feelings of self-esteem for those individuals whose values align with that identity. Volunteering may increase self-esteem in general; but for those who claim the identity and hold especially prosocial values, volunteering becomes an important route toward positive self-evaluation.