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

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

削弱效应是否存在：工作场所中内外动机的关系

外部动机是否削弱内部动机？已有研究结论并不一致。澄清这一问题的有效途径是对外部动机的恰当分类。研究以165名企业员工为研究对象, 针对动机的动态性特点, 采用两时点纵向研究的方法, 以自我决定理论对外部动机的分类为基础, 探讨3种不同内化程度的外部动机--外在动机、内射动机和认同动机与内部动机的关系及外部动机内化程度与自主支持的关系。研究结果表明：(1)控制性、非内化的外部动机, 即外在动机和内射动机削弱员工的内部动机; (2)自主性、内化的外部动机, 即认同动机不会削弱员工的内部动机, 而是促进和保护内部动机; (3)自主支持环境促进员工外部动机内化的程度(即认同动机的增加)。最后, 研究对所取得结果的管理意义进行了讨论。     

Personality and social attitudes: Evidence for positive-approach motivation

Extensive research has linked general personality factors to social attitudes, but there has been comparatively little work on the roles played by specific approach-avoidance personality factors, especially positive-approach ones. Here we relate such factors to the two main clusters of social attitudes (Right-Wing Authoritarianism, RWA; and Social Dominance Orientation, SDO), and related cognitive constructs (Need for Cognition and Need for Closure). Results revealed: (a) positive-approach motivation is consistently related to both RWA and SDO, with little contribution from negative-avoidance motivation; and (b) negative-avoidance motivation played a part in Need for Cognition (negatively related) and Need for Closure (positively related). These data challenge previous theorizing concerning the role of fear/anxiety in social attitude formation and prejudice more generally. We conclude that, to a larger extent than previously thought, approach-related personality factors underpin the positive reinforcement of social attitudes and prejudice. Our results may help to account for the failure of programmes designed to reduce prejudice which have been based on the reduction of negative emotion and motivation.     

Full-Time versus Part-Time Employees: Understanding the Links between Work Status, the Psychological Contract, and Attitudes

Research findings comparing the work attitudes of full-time and part-time employees have been inconsistent and inconclusive. Furthermore, empirical studies have tended to be atheoretical, and there are few convincing psychological explanations to explain differences where found. This article tests the psychological contract as an explanatory framework for attitudinal differences across work status (i.e., whether employed on a part-time or full-time basis). The model is tested across samples from two different organizations using structural equation modeling. The analysis reveals that part-time and full-time employees differed on a number of attitudes and that psychological contract fulfillment could be used to explain differences in certain attitudes (e.g., satisfaction) but not others (e.g., affective commitment). Analyses also show that the relationships between psychological contract fulfillment and outcomes were rarely moderated by work status, suggesting that part-time employees will respond in a similar way as full-time employees to adjustments in their psychological contract.     

Optimism, Pessimism, and Motivation: Relations to Adjustment

The present work reviews the literature examining connections involving the key constructs of optimism and pessimism with motivation and adjustment. We review historical and conceptual models of optimism and pessimism. We then examine how these central constructs have been linked to both adaptive and maladaptive motivational processes and outcomes in the empirical literature. How cultural factors may impact the function of optimism and pessimism is also discussed. We end with a brief discussion of emerging issues that would be useful to examine in future research on optimism and pessimism.     

Sex-role attitudes of working-class women in Bogota,Colombia 1977

This study examines the sex-role attitudes of 204 working-class women in Bogota, Colombia, and compares their attitudes to recent findings for women in the United States. Historical evidence from Europe and the United States, as well as contemporary evidence from Latin America, provides insight into the ways in which women's work and family commitments can be fully integrated. On the basis of these examples, it is hypothesized that working-class Colombian women will have seemingly inconsistent sex-role attitudes, more inconsistent than those of North American women. The Colombian women studied had highly egalitarian attitudes with regard to women's labor market rights and less egalitarian attitudes with regard to women's family roles. It is further hypothesized that education and wage level will be important factors influencing the sex-role attitudes of working-class Colombian women. A multiple regression analysis confirmed that these factors are successful predictors of sex-role attitudes involving women's family roles. It is proposed that education and wage level reflect an emphasis on individualistic values rather than traditional family values, and thus support more egalitarian attitudes about family roles.The data collection and initial analysis of results for this study were funded by a Rockefeller-Ford Population Policy Grant in 1976–1977. These stages were completed at the Corporacion Centro Regional de Poblacion in Bogota, Colombia, with the assistance of Elsa Gomez and Elena Prada. Further analysis was supported by a State University of New York, University Awards Committee Grant to the author in the summer of 1978. Michael Goode, Norman Goodman, Eugene Weinstein, and an anonymous reviewer all contributed to the final version of this article.     

Core work evaluation: The viability of a higher-order work attitude construct

A great deal of research examining work attitudes has shown that they are related to important employee behaviors. Most of this research has parsed attitudes into ever more refined assessments of specific features of the work environment. Although this research has yielded valuable insights, for practical, theoretical, and empirical reasons we argue that an examination of a more global evaluative summary of the work environment is needed. In the present study we develop, conceptualize, and provide empirical evidence for a global work attitude construct called Core Work Evaluation (CWE). The conceptual foundation for CWE is drawn from classic and modern theory on attitudes and attitude formation. To test our theoretical assertions we follow recent recommendations for the development of higher order constructs in a series of three empirical studies. The results found that CWE: (1) explains meaningful shared variance across the more specific indicators (job satisfaction, organizational commitment, and work engagement) that is not merely the result of common method variance, (2) is distinguishable from nonevaluative features of the work environment and stable individual differences, and (3) predicts important work-related outcomes above and beyond its constituent indicators. Overall the results provided evidence of the viability of the CWE construct.     

Investigating stereotype structure with empirical network models

In this work we present empirical network models as a new approach in the investigation of stereotype structure. We will argue that empirical network models can provide more insight into stereotype structure because they do not suffer from the inherent constraints of factor analysis and multidimensional scaling (e.g., group features interpreted homogeneously only on the basis of their shared variance, impossibility to adequately represent cognitive schemas, difficulties to make inferences on the basis of dimensions potentially overlapping). In the present research we show how empirical network models can represent stereotypes as dynamic cognitive structures clustered in different substructures. These structures will be based on both the stereotype content and the co-occurrence of features in each group target. Additionally, this research shows how using empirical networks can contribute to broadening the interpretation of stereotypes representing them in the framework of prejudice or intergroup attitudes.     

The Chronotype-Academic Performance Model (CAM): Daytime sleepiness and learning motivation link chronotype and school performance in adolescents

Many adolescents experience a discrepancy between their biological time, which is shifted toward eveningness, and early school starting times. Due to this social jetlag, eveningness is negatively correlated with school performance. On the basis of the here presented data, we derived a model for the association of chronotype and school performance, the Chronotype-Academic Performance Model (CAM), including daytime sleepiness and achievement motivation as mediating factors. The sample comprised N = 273 adolescents aged 14–16 years. Circadian preference, daytime sleepiness, learning and achievement motivation, and information about participants’ last school certificate were assessed online. Chronotype was not directly related to academic performance, but was mediated by daytime sleepiness and learning motivation. Morning-orientation was negatively associated with daytime sleepiness and positively with learning motivation, which, in turn, affected performance. In evening-types, we found the strongest association between sleepiness and refusal to work. The CAM suggests that chronotype may not directly influence academic performance, but be mediated by daytime sleepiness and learning motivation. Evening types seem to be at high risk to suffer from daytime sleepiness and to display dysfunctional attitudes toward work. Measures of reducing sleepiness and modifying attitudes toward academic achievement might attenuate the disadvantages of evening-types due to social jetlag.     

Effects of Explicit Instructions,Metacognition, and Motivation on Creative Performance

Effects of explicit instructions, metacognition, and intrinsic motivation on creative homework performance were examined in 303 Chinese 10th-grade students. Models that represent hypothesized relations among these constructs and trait covariates were tested using structural equation modelling. Explicit instructions geared to originality were positively related to originality of homework, but not to fluency/flexibility of homework. Participants with high intrinsic motivation for creative work scored higher on originality as well as fluency/flexibility of homework, whereas intrinsic motivation for challenging work had an inverse effect on creative homework. Theoretical claims on the relation between explicit instructions and metacognitive activities and between the latter and creative performance were not supported by this study. The degree of explicitness of instructions and the nature of the tasks were discussed in relation to the findings on the effect of explicit instructions. Further, the difference of creative process involved in the production of original versus fluent/flexible creative performance and the difference in the two types of intrinsic motivation and their effects on creative performance were discussed based on various studies including brain activities. Implications of the findings for the Chinese education system were discussed.     

On the consistency between attitudes and behavior: Look to the method of attitude formation

A field study and a laboratory experiment were conducted to test the hypothesis that the method by which an attitude was formed is a crucial variable affecting attitude-behavior consistency. It was predicted that people who form their attitudes on the basis of direct behavioral interaction with the attitude object will demonstrate significantly greater attitude-behavior consistency than individuals whose attitudes were formed by other means. In the field study, students with direct prior experience with a housing crisis demonstrated greater consistency between their attitudes and behavioral attempts to alleviate the crisis than did students with similar attitudes but without prior direct experience. In the laboratory experiment, subjects who indicated their attitude toward a variety of puzzle types after working examples of each demonstrated greater consistency between these attitudes and subsequent behavior in a free play situation than subjects with similar attitudes formed on the basis of information given by the experimenter. It was suggested that direct behavioral experience produces an attitude which is more clearly, confidently, and stably maintained than an attitude formed through more indirect means.     

Effects of adult age and working memory on reasoning and spatial abilities

Three predictions were derived from the hypothesis that adult age differences in certain measures of cognitive functioning are attributable to age-related reductions in a processing resource such as working-memory capacity. Each prediction received at least some degree of empirical support in a study involving 120 males ranging between 20 and 79 years of age. First, older adults exhibited greater impairments of performance than did young adults when task complexity increased and more demands were placed on the limited processing resources; second, the magnitudes of these complexity effects were highly correlated across verbal (reasoning) and spatial (paper folding) tasks. Finally, statistical control of an index of a working-memory processing resource attenuated the effects of age on the measures of cognitive performance. It was concluded that further progress in understanding the mechanisms of the relation between age and cognitive functioning will require improved conceptualizations of the nature of working memory or other hypothesized mediating constructs.     

Stress,Burnout, and the Special Services Provider

Burnout is a particular response to stress involving psychological withdrawal. It is a costly coping mechanism that can adversely affect the motivation, performance, and personal wellbeing of special service providers. The burnout response develops when more direct and active problem-solving efforts are perceived as useless. Research on the causes of burnout suggests that factors in the work environment are relatively more important than characteristics of individuals. Lack of clarity, control, support, and feedback, as well as work overload, are particularly significant sources of burnout in special education. Various strategies for preventing burnout have been developed, and some have been evaluated to a limited extent. They include individual strategies such as exercise, progressive relaxation, cognitive restructuring, and social problem-solving skills training. Group strategies such as social support groups and resource exchange networks, and organizational strategies such as participative decision-making structures, quality circles, and survey feedback for supervisors, also represent promising options.     

A within-person approach to the relation between quality of task motivation,performance and job satisfaction in everyday working life

Research generally shows that autonomous forms of motivation are associated with higher performance and job satisfaction, whereas controlled forms of motivation are linked to worse outcomes. These relationships are largely based on between-persons data from cross-sectional studies or longitudinal studies with few measurement points. However, motivation quality, performance, and job satisfaction can vary considerably from day to day and from task to task. It is unclear whether and how these experiences and behaviors covary over time within individuals at work in daily life. The present study assessed this using a diary approach. With a default protocol of 30 working days, an ecological momentary assessment application prompted 19 white-collar workers five times a day to report their autonomous and controlled motivation for work tasks and their productivity and job satisfaction at the end of each day. Fourteen participants gathered sufficient data to compute within-person relations and individual networks. At the between-person level, results were somewhat in line with prior survey-based research, whereas results at the within-person level present more nuanced findings and demonstrate that these will not inherently align with previous between-person findings. Individual network analyses indicated considerable interindividual heterogeneity, especially in the relationships between motivation and job satisfaction. In conclusion, these findings point to significant variability in the observed relations between task-related motivation, performance and job satisfaction in everyday life, and highlight the added value of a within person approach and individual networks in addition to between-persons approaches. The implications of these findings for occupational wellbeing research are discussed.

     

Extending the trans‐contextual model in physical education and leisure‐time contexts: Examining the role of basic psychological need satisfaction

Background. The trans‐contextual model (TCM) is an integrated model of motivation that aims to explain the processes by which agentic support for autonomous motivation in physical education promotes autonomous motivation and physical activity in a leisure‐time context. It is proposed that perceived support for autonomous motivation in physical education is related to autonomous motivation in physical education and leisure‐time contexts. Furthermore, relations between autonomous motivation and the immediate antecedents of intentions to engage in physical activity behaviour and actual behaviour are hypothesized. Aims. The purpose of the present study was to incorporate the constructs of basic psychological need satisfaction in the TCM to provide a more comprehensive explanation of motivation and demonstrate the robustness of the findings of previous tests of the model that have not incorporated these constructs. Sample. Students (N=274) from Greek secondary schools. Method. Participants completed self‐report measures of perceived autonomy support, autonomous motivation, and basic psychological need satisfaction in physical education. Follow‐up measures of these variables were taken in a leisure‐time context along with measures of attitudes, subjective norms, perceived behavioural control (PBC), and intentions from the theory of planned behaviour 1 week later. Self‐reported physical activity behaviour was measured 4 weeks later. Results. Results supported TCM hypotheses. Basic psychological need satisfaction variables uniquely predicted autonomous motivation in physical education and leisure time as well as the antecedents of intention, namely, attitudes, and PBC. The basic psychological need satisfaction variables also mediated the effects of perceived autonomy support on autonomous motivation in physical education. Conclusions. Findings support the TCM and provide further information of the mechanisms in the model and integrated theories of motivation in physical education and leisure time.     

A study of management's view of the motivation of workpeople

The analysis of the responses from certain questions in a series of guided interviews suggests that the views of workpeople's motivation held by executives relate more to the size and type of company in which they are employed than to their age, training, education or amount shop floor of contact arising from periods of apprenticeship or of line management experience. The ways in which their view of the motivation of workpeople differs from their own attitudes to work are indicated. In particular, the commonly held dictum that apprenticeship is valuable in creating an understanding of workpeople and their viewpoints does not appear to be supported. The limitations of the study are discussed and future work indicated.     

Motivation and engagement in diverse performance settings: Testing their generality across school,university/college,work, sport,music, and daily life

In the light of recent calls for more integrative approaches to theorizing and measurement in motivation and engagement research, the present study assesses the generality of key motivation and engagement constructs across seven performance domains: elementary school (N = 624), high school (N = 21,579), university/college (N = 420), work (N = 637), music (N = 224), sport (N = 204), and daily life (N = 249). Based on domain specific adaptations of the Motivation and Engagement Scale, multi-group confirmatory factor analyses (CFAs) tested invariance across the seven domains. First and higher order multi-group CFAs demonstrated broad invariance in factor loadings (in particular), factor correlations/variances, and uniquenesses across performance domains. Taken together, the present data support the hypothesized generality of key motivation and engagement constructs. Findings hold implications for pragmatic, statistical, substantive, and intervention considerations in motivation and engagement research and also for research into cognate constructs in personality psychology more generally.     

Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations.     

Hardiness: The courage to grow from stresses

The recent emphasis on positive psychology is welcome, and has spurred much relevant research. But, there are still many unresolved conceptual and research issues, as more variables are being proposed as relevant. As part of this process, the present paper proposes hardiness as an addition to positive psychology. Hardiness is a combination of attitudes that provides the courage and motivation to do the hard, strategic work of turning stressful circumstances from potential disasters into growth opportunities. In this regard, the inherently stressful nature of living is discussed. Also clarified are the particular aspects of excellence in performance and health to which hardiness is relevant. The paper concludes with a call for issue-resolving research through which orientations and actions proposed as part of positive psychology can be compared in their contributions to performance and health. Two studies along these lines have found hardiness more powerful than optimism and religiousness in coping with stresses.     

Teacher attitudes to the school counsellor: A reappraisal

Despite a growing body of empirical and theoretical work on the role of the school counsellor, little evidence is available about the attitudes of teachers themselves towards their counsellor colleagues. This paper reports some results of a study of teacher attitudes in eight comprehensive schools. The findings suggest that teachers are significantly more supportive of school counsellors than is often suggested, and that this is particularly true of teachers in schools with counsellors in post.