Frustrated,but not flustered: The benefits of hierarchical approach motivation to weathering daily frustrations

Variations in the organization of personal goals are thought to be important to self-regulation, yet relevant measures and evidence is largely lacking. In two studies (total N = 217), participants were prompted to self-generate personal goals at three levels of a goal hierarchy (low, mid, and high), following which they rated all of these goals along an approach-avoidance dimension. A hierarchical approach measure was created from these ratings and this novel individual difference measure was hypothesized to predict the better self-regulation of goal frustrations in daily life. Such predictions were confirmed. For example, daily frustrations precipitated anger among those low but not high, in hierarchical approach (Study 2). The findings are important theoretically as well as from a measurement perspective.     

Machiavellianism,Intrinsic Versus Extrinsic Goals,and Social Interest: A Self-Determination Theory Analysis

We employ Deci and Ryan's self-determination theory of motivation in three studies to examine the goals and motivational orientation associated with Machiavellianism (MACH). Goals were classified as either extrinsic (e.g., financial success) or intrinsic (e.g., community feeling). The two types of goals are generally associated with different motivational experiences. Extrinsic goals are typically experienced as externally controlled, whereas intrinsic goals are experienced as self-determined. We predicted that MACH would be associated with an emphasis on the extrinsic goal of financial success specifically, and on a control motivational orientation in general. These predictions received support. Additional findings indicate that MACH is positively associated with alienation and antisocial behavior, but inversely associated with social interest (i.e., Adler, 1964/1938) and prosocial behavior.     

Achievement goals and intrinsic motivation: Coherence, concordance, and achievement orientation

Two studies examined the effects on intrinsic motivation of pursuing lower-order target goals in an achievement context emphasizing a performance purpose goal. The purpose goal was theorized to be concordant with intrinsic needs for individuals high in achievement motivation (HAMs), but not for individuals low in achievement motivation (LAMs). Target goals that were coherent with the overall purpose goal were hypothesized to help LAMs enjoy the task even though the purpose goal was not concordant. HAMs evidenced high enjoyment in all conditions. LAMs enjoyed the tasks most when pursuing coherent target goals. Study 2 replicated the results of Study 1 and tested process variables theorized to mediate goal effects on intrinsic motivation.     

Effects of achievement goals on self-regulation of eating attitudes among elite female athletes: An experimental study

Introduction

The influence of achievement goals on eating attitudes has mainly been examined through correlational studies (e.g., [De Bruin et?al., 2009] and [Duda and Kim, 1997]), and none of the studies to date has focused on the self-regulation of eating attitudes in athletes. The present study experimentally tested the effects of achievement goals on both self-reported (Study 1) and behavioral indices (Study 2) of the self-regulation of eating attitudes in female figure skaters.

Method

Elite female figure skaters (Study 1: n = 44; Study 2: n = 54) were randomly assigned to one of four conditions designed to induce specific goal involvement (performance-approach, mastery-approach, performance-avoidance, and mastery-avoidance) or a control condition (no goal induction). The participants in Study 1 completed the Self-Regulation of Eating Attitudes in Sport Scale (SREASS, Scoffier, Corrion, Paquet, & Arripe-Longueville, 2010) and those in Study 2 completed a virtual behavioral measure of self-regulation of eating attitudes (VSSR; Scoffier, 2009).

Results

Variance analyses indicated that induced mastery-approach goals and performance-avoidance goals resulted in higher scores for self-regulation of eating attitudes than induced performance-approach goals and mastery-avoidance goals. The relationships were the same at both self-reported and behavioral levels.

Discussion

This experimental study confirms the findings of previous correlational works and shows that achievement goals contribute to the causal processes of self-regulation of eating attitudes. These findings might help to prevent eating disorders in female athletes by providing guidance for the development of adapted motivational strategies.     

Having the will,finding the ways,and wishes for the future: A model of relational hope and well-being

Hope is a ubiquitous experience in daily life and acts as a force to help individuals attain desired future outcomes. In the current paper, we review existing research on hope and its benefits. Building on this work, we propose a new model of hope in romantic relationships. Our model seeks to expand the study of hope, addressing limitations of past research by bringing hope into the interpersonal domain and adding a future-oriented perspective. More specifically, we argue that relational hope encompasses three facets, including relational agency, relational pathways, and relational aspirations, or what we call the wills, ways, and wishes people have in their relationship. We outline specific ways that these three facets may promote well-being in romantic relationships. First, we propose that relational agency—the motivation to achieve relational goals—fuels approach-motivated goals, which in turn promotes higher quality relationships. Additionally, we posit that relational pathways—the perception of sufficient strategies to pursue relational goals—enhance self-regulation to support effective communication and conflict management with a romantic partner. Finally, we propose that relational aspirations—the positive emotions felt in anticipation of future relationship outcomes—foster growth beliefs which in turn promote relationship maintenance and commitment over time. While our model posits that relational hope has many potential benefits for relationships, we also discuss key contexts in which hope may undermine relationships and well-being. Overall, our proposed model of relational hope offers a new area of insight into how hope may shape well-being in romantic relationships.     

Academic self-regulation as a function of age: the mediating role of autonomy support and differentiation in school

Numerous studies in the tradition of the self-determination theory (Deci and Ryan in Can Psychol 49(1):14–23, 2008) point out the significance of self-determined academic motivation and its relevance for learning processes and well-being. Whereas these results sketch a rather heterogeneous picture of the development of intrinsic and extrinsic motivation, only a limited amount of research results are dedicated to the development of academic self-regulation. This cross-sectional research is based on the data of 432 pupils aged 6–20 from primary to secondary school. With the aid of questionnaires, participants provided information concerning their academic self-regulation and how much autonomy support and differentiation they perceive in school. The results of cluster analysis and structural equation modelling indicated that age is negatively related to academic self-regulation, while intrinsic and (rather) controlled regulation decreased the older the pupils are. The values for rather self-determined regulation remained comparatively stable. In addition, the longer pupils attended school, the less they reported perceived autonomy support and differentiation. Perceived autonomy support had an impact on intrinsic and rather self-determined regulation but not on controlled regulation, whereas perceived differentiation was not related to academic self-regulation. These findings offer novel explanations why settings in schools—especially in secondary schools—can become less suitable for learners (Eccles and Roeser in Handbook of adolescent psychology, Wiley, Hoboken, pp 404–434, 2009) and how they can assist educators in designing autonomous learning environments that contribute to maintaining and developing intrinsic and self-determined academic regulation strategies.     

When the Going Gets Tough: The “Why” of Goal Striving Matters

No prior research has examined how motivation for goal striving influences persistence in the face of increasing goal difficulty. This research examined the role of self‐reported (Study 1) and primed (Study 2) autonomous and controlled motives in predicting objectively assessed persistence during the pursuit of an increasingly difficult goal. In Study 1, 100 British athletes (64 males; M_age = 19.89 years, SD_age = 2.43) pursued a goal of increasing difficulty on a cycle ergometer. In Study 2, 90 British athletes (43 males; M_age = 19.63 years, SD_age = 1.14) engaged in the same task, but their motivation was primed by asking them to observe a video of an actor describing her or his involvement in an unrelated study. In Study 1, self‐reported autonomous goal motives predicted goal persistence via challenge appraisals and task‐based coping. In contrast, controlled goal motives predicted threat appraisals and disengagement coping, which, in turn, was a negative predictor of persistence. In Study 2, primed autonomous (compared to controlled) goal motives predicted greater persistence, positive affect, and future interest for task engagement. The findings underscore the importance of autonomous motivation for behavioral investment in the face of increased goal difficulty.     

Motivational Climate and Achievement Goals at the Situational Level of Generality

Based on the rule of compatibility, according to which motivational climate scales should capture both the objective environment and whether it activates particular goals, a measure is presented assessing achievement goals and climate perceptions in physical education at a particular point of time. In Study 1, students completed the questionnaires following an experimental manipulation where eight classes had task-involving drills (n = 185 students), eight classes had ego-involving drills (n = 174 students) and nine classes (n = 221) served as the control group. Study 2 was an intervention consisting of nine consecutive physical education lessons. Students in the intervention group (n = 174) pursued mastery goals and control group students (n = 181) participated in typical classes. Questionnaires were completed prior to the intervention and every third lesson. The structure of the model consisting of four achievement goals (mastery, performance approach, performance avoidance, and social approval) and four perceptions of teachers' emphasis on these goals was satisfactory and superior to the structure of all alternative models. Factor correlation results and the relationship of the current scales with intrinsic-extrinsic motivation and amotivation provided evidence of convergent and divergent validity for the measures. Results from multi-sample confirmatory factor analyses supported the invariance of factor loadings across samples and the invariance of covariances for the goals construct. In both studies, the differences that emerged between groups provided additional support to the construct validity of the present scales. Practitioners interested in the effects of teaching and coaching on motivational climate and achievement goal adoption could acquire useful feedback using these scales.     

A dynamic computational model of employees goal transformation: Using self-determination theory

Following self-determination theory, this paper investigates the relations of employees’ perceptions of supervisors’ autonomy-supportive or controlling environments to their intrinsic or extrinsic work goals using both a field study and a computational dynamics model (Vancouver and Weinhardt in Org Res Methods 15(4):602–623, 2012), which is a recent and innovative technique. In Study 1, we did an empirical study with 128 employees over a half-year period and found that employees’ perceptions of supervisors’ autonomy-supportive environments satisfied employees’ basic psychological needs and promoted their intrinsic goals; controlling environments frustrated their basic needs and promoted their extrinsic goals. In Study 2, we used a system dynamics model to simulate the change in employees’ extrinsic goals, and the results showed that perceptions of supervisors’ autonomy-supportive environments related to the transformation of employees’ extrinsic goals. The study contributes by demonstrating that employees’ perception of supervisors’ environments could be a reason for employees’ different goal orientations, and it contributes by simulating the use of the dynamic process of goal transformation in research.

     

Intrinsic Motivation and the Acquisition and Maintenance of Four Experiential States

Abstract

Research on the antecedents of intrinsic motivation has shown competence, self-determination, excitement, and affiliativeness to be key determinants. The present study tested Reeve and Cole's (1987a) analysis of how these experiential states affect intrinsic motivation. They were hypothesized to function as both maintaining stimuli and intrinsic rewards to increase self-report and behavioral measures of intrinsic motivation. Using the method of subjective graphing, 59 female and 50 male American college students reported maintaining or not maintaining, acquiring or not acquiring, or being ambivalent on each experiential state during a bowling session. Multivariate analyses of variance revealed that maintainers of each experiential state had higher levels of intrinsic motivation than nonmaintainers, substantiating that experiential states function as maintaining stimuli to sustain intrinsic motivation. Acquirers of self-determination and excitement (but not of competence or affiliativeness) had higher levels of intrinsic motivation than nonacquirers, substantiating that two experiential states function as intrinsic rewards to augment intrinsic motivation. That experiential states function as maintaining stimuli suggests that when individuals lose their appraisals of competence or self-determination or when they no longer feel excited or affiliative, the cognitive and affective systems initiate “stop rules” that terminate previously active intrinsic motivation processes. The finding that the experiential states function more readily as maintaining stimuli than as intrinsic rewards suggests that intrinsic motivation is more easily turned off than it is turned on.     

When goals loom darker: Goal ambivalence moderates the effect of goal proximity on goal-related motivation

This research extends previous work on the self-regulation of goal striving as well as effects of temporal and psychological distance on motivation. Borrowing from classic work on goal gradients and approach-avoidance conflicts, we predicted that the experience of ambivalence toward a personal goal moderates the extent to which feeling or being close to goal attainment affects motivation, such that greater proximity to the goal has a negative effect on motivation at higher levels of experienced goal ambivalence. We find evidence for the hypothesized effect across three studies examining different goals (pursuing a degree, running a half-marathon) with varying operationalizations of goal proximity (self-reported, manipulated, temporal) and motivation (goal commitment, intention strength). These results validate that classic concepts of motivation science such as goal gradients and approach-avoidance conflict are both relevant and applicable to the everyday pursuit of self-set personal goals.     

The role of implicit motivation in hot and cold goal pursuit: Effects on goal progress, goal rumination, and emotional well-being

Two cross-sectional studies examined the role of implicit motivational needs in the association between personal goal pursuits and depressive symptoms and affect. Replicating and extending on findings reported by Brunstein et al. [Brunstein, J. C., Schultheiss, O. C., & Grässmann, R. (1998). Personal goals and emotional well-being: The moderating role of motive dispositions. Journal of Personality and Social Psychology, 75(2), 494–508], both studies provided evidence that goal progress significantly accounted for variations in depressive symptoms and happiness only in individuals with high levels of implicit motivation, but not in individuals low in implicit motivation. Moreover, in the absence of a strong sense of goal commitment, high levels of implicit motivation were associated with high goal progress in both studies and low levels of goal rumination in Study 2. These findings are interpreted within a dual-systems framework of motivation that distinguishes an implicit, intuitive, and hedonically driven from an explicit, effortful-analytical, and non-hedonic mode of goal pursuit.     

Meta‐Perceptions of the Coach–Athlete Relationship,Achievement Goals,and Intrinsic Motivation Among Sport Participants

This study investigated a motivational sequence hypothesizing relationships between athletes' meta‐perceptions of the coach–athlete relationship, achievement goals, and intrinsic motivation. Participants (N = 194) completed a multi‐sectional questionnaire assessing the targeted variables. Structural equation modeling analysis revealed that athletes who viewed their coaches to be more cooperative, committed, and close in their relationships were more likely to endorse a mastery‐approach goal, and less likely to adopt a performance‐avoidance goal. Subsequent findings confirmed the hypothesized positive relationship between a mastery‐approach goal and intrinsic motivation. Finally, a mastery‐approach goal was found to partially mediate the link between athletes' meta‐perceptions of the coach–athlete relationship and intrinsic motivation. The results are discussed in terms of their theoretical and practical utility.     

Facilitating Internalization: The Self-Determination Theory Perspective

Self-determination theory (Deci & Ryan, 1985) posits that (a) people are inherently motivated to internalize the regulation of uninteresting though important activities; (b) there are two different processes through which such internalization can occur, resulting in qualitatively different styles of self-regulation; and (c) the social context influences which internalization process and regulatory style occur. The two types of internalization are introjection, which entails taking in a value or regulatory process but not accepting it as one's own, and integration, through which the regulation is assimilated with one's core sense of self. Introjection results in internally controlling regulation, whereas integration results in self-determination. An experiment supported our hypothesis that three facilitating contextual factors—namely, providing a meaningful rationale, acknowledging the behaver's feelings, and conveying choice—promote internalization, as evidenced by the subsequent self-regulation of behavior. This experiment also supported our expectation that when the social context supports self-determination, integration tends to occur, whereas when the context does not support self-determination, introjection tends to occur.     

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.     

Intrinsic Motivation,Organizational Justice,and Creativity

For employees to generate creative ideas that are not only original, but also useful to their company, they must interact with their workplace environment to determine organizational needs. Therefore, it is important to consider aspects of the individual as well as their environment when studying creativity. Intrinsic motivation, a predictor of individual level creativity, is associated with feelings of enjoyment and interest in the task at hand. To the extent that tasks are nested in an environment, intrinsically motivated individuals may perceive their environment more favorably than individuals who are not interested in the task. Specifically, such individuals may view the rewards (i.e., distributive justice), decision-making procedures (i.e., procedural justice), and their interpersonal treatment (i.e., interpersonal justice) in their work environment as more fair, due to the positive affect associated with intrinsic motivation. This study examines the relationships between intrinsic motivation, perceptions of organizational fairness, and creativity. Participants (n = 133) worked on a task in a laboratory setting and completed measures of intrinsic motivation and organizational justice. Findings were supportive that intrinsically motivated participants viewed their environment as fairer than participants that were uninterested in the task. Consequently, distributive and interpersonal justice were shown to significantly mediate the relationship between intrinsic motivation and creativity. Implications for theory and practice are discussed.     

Context-dependent shifts in self-regulatory personality processes during COVID-19: Changes in control predict dynamic shifts in goal reengagement capacity

The ability to reengage with new attainable goals after major setbacks is a core self-regulatory trait linked to health and well-being. Yet little is known about the extent to which such goal reengagement capacities may shift over time in response to changing contextual circumstances. Using a nationally-representative sample of U.S. adults aged 18–80 (n = 293), the present 1-year study examined whether changes in opportunity to influence life circumstances (perceived control) were coupled with dynamic shifts in goal reengagement capacity for individuals who differed in their levels of control at pandemic onset. Results from multilevel models showed that within-person increases in perceived control during the pandemic predicted corresponding within-person increases in goal reengagement capacity. Moderation models showed that the positive within-person association between perceived control and goal reengagement was pronounced for individuals with lower levels of control at pandemic onset who may be particularly sensitive to periods of opportunity to pursue new attainable goals. Findings inform theories of personality and self-regulation in pointing to contextual circumstances under which goal reengagement capacity exhibits dynamic shifts in populations who differ in their perceived opportunities for control.     

Openness to Experience and regulatory focus: Evidence of motivation from fit

Regulatory fit occurs when one’s strategies of goal pursuit sustain one’s interests in an activity, which can enhance motivation [e.g., Higgins, E. T. (2005). Value from regulatory fit. Current Directions in Psychological Science, 14, 209–213]. Because the strategic inclinations of people high (low) in Openness are similar to those of people in a promotion (prevention) focus, regulatory fit should be possible. We found that people higher in Openness were more motivated to pursue promotion-related goals (hopes/aspirations in Study 1 and a gain-framed goal in Study 2) and less motivated to pursue prevention-related goals (duties/obligations in Study 1 and a loss-framed goal in Study 2). We discuss how other traits might relate to motivation to pursue promotion- and prevention-related goals as well as other future research directions for regulatory focus and Openness.     

Viewing exercise goal content through a person-oriented lens: A self-determination perspective

The present study examined profiles of exercise goal content and the associations with need satisfaction, motivation regulation and exercise behavior, combining variable-centered and person-centered analytical approaches. The participants were 1084 (279 men and 805 women) Swedish adults, aged between 18 and 78 years, that were all active members of an Internet-based exercise program. Latent profile analysis (LPA) and structural equation modeling (SEM) were used to analyze the data. In SEM analysis intrinsic goals were related to need satisfaction and autonomous motivation, whereas extrinsic goals were most strongly associated with controlled motivation. LPA revealed five unique latent classes of goal content. These five classes differed in need satisfaction, motivation regulation and exercise behavior, with classes being characterized by more intrinsic goal profiles reporting higher need satisfaction and autonomous motivation. The results are discussed from a self-determination theory perspective and the benefits of using both variable and person-centered analytical approaches are highlighted.     

Investigating goal conflict as a source of mixed emotions

This research investigated whether (1) the experience of mixed emotions is a consequence of activating conflicting goals and (2) mixed emotions are distinct from emotional conflict. A preliminary experiment (Study 1, N = 35) showed that an elicited goal conflict predicted more mixed emotions than a condition where the same goals were not in conflict. The second experiment was based on naturally occurring goal activation (Study 2, N = 57). This illustrated that mixed emotions were experienced more following conflicting goals compared with a facilitating goals condition—on both a direct self-report measure of mixed emotions and a minimum index measure. The results also showed that mixed emotions were different to emotional conflict. Overall, goal conflict was found to be a source of mixed emotions, and it is feasible that such states have a role in resolving personal dilemmas.