Great Expectations – and What Comes of it: The Effects of Unmet Expectations on Work Motivation and Outcomes Among Newcomers

The present research focused on newcomers' socialization process in a three‐wave study among 1477 newcomers from seven Western (mainly European) countries. Based on previous research, we expected that unmet expectations regarding selected intrinsic work aspects would have adverse effects on work outcomes such as worker motivation for learning, effort, and turnover. Further, we expected that the strength of the effects of unmet expectations would vary as a function of the perceived importance of the work aspects in question. Structural equation modeling supported our expectations regarding the adverse effects of unmet expectations. However, the strength of these relationships did not depend on the importance attached to the work aspects. Instead, workers who attached much importance to particular work aspects reported higher levels of effort and a higher motivation for learning new behavior patterns. Further, newcomers tended to consider work aspects for which their expectations were not met as less important across time. We conclude that unmet expectations affect work outcomes both directly and indirectly, through the importance attached to particular work aspects.     

Interest as a Motivational Resource: Feedback and Gender Matter, but Interest Makes the Difference

This study tested the hypothesis that interest in a certain topic enables children to sustain their intrinsic motivation in topic-related tasks when positive feedback is absent. Ninety-one Israeli children in the seventh grade completed a questionnaire assessing their interest in the topic of logic questions. Later, in individual sessions, children worked on logic questions, and either received positive feedback or no feedback on their performance. Then, they completed a questionnaire assessing their intrinsic motivation to participate in a similar task. As expected, children with a high level of interest reported more intrinsic motivation than did children not high on interest. Among children with moderate interest, absence of positive feedback was associated with decreased intrinsic motivation for boys, and increased motivation for girls. This gender-related pattern was interpreted as suggesting that girls with moderate interest perceived the positive feedback as an attempt to control them. The findings support the view that interest may serve as a personal resource that helps children to cope with non-optimal learning conditions.     

The effects of intrinsic and extrinsic sources of motivation on well-being depend on time of day: The moderating effects of workday accumulation

Using self-determination theory and research on temporal aspects of work (e.g., time of day), this study investigates dynamic effects of task-specific motivation on well-being throughout the workday. We argue that the effects of task-specific intrinsic and extrinsic motivations on well-being outcomes (psychological vitality, job satisfaction) depend on the time of day in which the task is encountered, referred to here as workday accumulation. Our results showed that time of day interacted with intrinsic sources of motivation to predict job satisfaction, such that the relation was strong and positive early in the day and weak and positive later in the day. Time of day did not moderate the relationship of intrinsic task motivation with vitality, which was consistently positive throughout the day. The effects of extrinsic reasons for task pursuit on satisfaction and vitality were moderated by time of day, with extrinsic motivation having positive effects early in the day, but negative effects later in the day.     

Linking the demands–control–support model to innovation: The moderating role of personal initiative on the generation and implementation of ideas

The demands–control–support model indicates that workers can use job control and social support for problem solving. We examined whether personal initiative moderated relationships between, on the one hand, job control used for problem solving and social support used for problem solving and, on the other hand, ideas generation and implementation. We operationalized job control used for problem solving as ‘changing aspects of work activities to solve problems’. We operationalized social support used for problem solving as ‘discussing problems to solve problems’. Using an experience sampling methodology, participants provided data for up to four times a day for up to five working days (N= 89). The extent to which people ‘changed aspects of their work activities to solve problems’ was associated with higher levels of ideas generation for people with high personal initiative. The extent to which people ‘discussed problems to solve problems’ was associated with higher levels of ideas implementation for people with high personal initiative.     

How eudaimonic and hedonic motives relate to the well-being of close others

Past research has examined the link of eudaimonic and hedonic motives with personal well-being, but less is known about their link with the well-being of close others. Also, empirical data on the link with the well-being of close others would address an ongoing debate regarding whether eudaimonia is egoistic and possibly detrimental to others. Participants completed self-report measures of their typical degrees of eudaimonic and hedonic motivation. We then asked their friends and relatives to tell us how the participant affected their well-being. When entering eudaimonia and hedonia simultaneously as predictors of close other well-being in multiple regressions, only eudaimonia related positively to the well-being of close others. Thus, eudaimonia had a positive, not negative, impact on other people. Furthermore, while past research shows that both eudaimonic and hedonic motives benefit personal well-being, this study suggests that eudaimonic motivation has more positive influences on close others.     

The roles of leader emotion management and team conflict for team members' personal initiative: A multilevel perspective

Employees' personal initiative (i.e., their active and future-oriented engagement at work) is of high relevance to organizations that strive for innovation and competitiveness. To better understand its drivers and diminishers, the present study refers to Affective Events Theory and examines the impact of leader emotion management, team conflict, and affective well-being on personal initiative. Data from 300 members of 59 work teams in Germany were gathered from multiple sources at three points in time over the course of 2 weeks. Multilevel analyses indicated that leader emotion management positively affected team members' personal initiative and that this effect was mediated by team members' affective well-being. Data also revealed a contrasting negative indirect effect of task conflict within the team on team members' personal initiative via team members' affective well-being. The study's results suggest that the improvement of leaders' emotion management as well as the establishment of work conditions and experiences that foster affective well-being should be seriously considered by organizations wishing to facilitate personal initiative in team settings.     

Work,leisure, and psychological well-being in a sample of young adults

This study of 20 ‘white-collar’ workers aged 20–30 measured motivation, enjoyment and access to various categories of experience in both work and leisure, and examined their relationship with psychological well-being on a number of dimensions. The method used a short questionnaire, psychological scales and the innovatory ‘experience sampling methodology’ (ESM) where respondents answer questions in a diary on the receipt of a signal from a pre-programmed watch or radio pager eight times a day for 1 week. The results show, in line with other studies, that intrinsic motivation in daily life is correlated with happiness but that, not previously reported, when motivation at work is examined both extrinsic motivation and instances where a person had to do the activity but did not wish to be doing something else, i.e. ‘positive motivational change’, are correlated with positive aspects of psychological well-being, while instances where a person wanted to do the activity but wished to be doing something else, i.e. ‘negative motivational change’, correlated with negative aspects. The results also show that enjoyment in both work and leisure correlates with aspects of psychological wellbeing; and that macro ‘flow’ experiences, where high skills and high challenges are perceived as equal, are enjoyable and interesting and come primarily from work. The study also shows that categories of experience considered important for psychological well-being and deemed to come primarily from work can be obtained in leisure. The results are discussed in the context of person—situation interactions and processes, and it is advocated that these should be studied in a variety of samples.     

Keeping up day-specific effects of transformational leadership: the role of followers’ emotion regulation

This diary study examines the role of day-specific transformational leadership for followers’ personal initiative. Building on Affective Events Theory, we proposed a direct effect of day-specific transformational leadership on followers’ personal initiative on the same day. Furthermore, we took a closer look at lagged effects of day-specific transformational leadership. More specifically, we hypothesized that positive effects of one day’s transformational leadership can endure until the next day for followers who apply beneficial emotion regulation strategies. We conducted a diary study over five consecutive working days among 97 employees. Two-level hierarchical linear modelling supported our hypotheses. As expected, day-specific transformational leadership positively predicted followers’ personal initiative on the same day. Furthermore, concerning the association between day-specific transformational leadership and followers’ personal initiative on the following day, there was a positive relation for followers applying beneficial emotion regulation strategies in terms of high cognitive reappraisal and low expressive suppression, respectively.     

Psychosocial job strain and productivity in human service workers: A test of the demand-control-support model

The aim of the study was to test the main and interactive effects of the key dimensions of the demand-control-support model in predicting levels of strain (specifically emotional exhaustion, depersonalization and job dissatisfaction) and feelings of productivity and competency (personal accomplishment) in a multi-occupational sample of human service workers (N = 813). Controlling for demographics, negative affectivity (NA), and quadratic terms, structural equation analyses showed some support for the additive iso-strain hypothesis: jobs combining high demands, low control and low support produced the lowest levels of satisfaction in workers. High demands and low supports only were associated with high depersonalization, and high emotional exhaustion. Support was also found for the additive active learning hypotheses: jobs combining high demands and high control produced the highest levels of personal accomplishment. The study supports job redesign interventions for improving worker well-being and productivity.     

物质主义都是有害的吗?——来自实证和概念的挑战

物质主义指的是一种强调拥有物质财富对于个人生活重要性的价值观念。过往研究多强调其消极效应,但此观点日益面临挑战。实证研究表明物质主义在某些条件下能提升幸福感,也可以作为不安全感的补偿策略。在概念层面,有研究者基于动机的视角指出工具性物质主义是无害的,并且物质主义作为一种身份目标追求,能够建构和维持自我身份。未来研究需进一步为动机取向的物质主义概念提供实证研究的支持、评估物质主义补偿不安全感和提升幸福感的效果、基于认知和动机的整合视角考察物质主义对幸福感的积极影响。     

Being in one's chosen job determines pre‐training attitudes and training outcomes

The present study introduces a new important variable into a model of training motivation, namely that of being in one's chosen job. Evidence exists that having some control and choice over aspects of training have positive effects on training motivation. We propose that being in one's chosen job will also have such an effect, as it provides trainees with greater autonomy regarding their career progression (e.g., Gagné & Deci, 2005 ) and aligns their training activity closely with their personal goals (e.g., Locke & Latham, 2002 ). Pre‐ and post‐training surveys were completed by 232 instructors who were themselves on a military training course. Results confirmed the positive effects of being in one's chosen job on the pre‐training attitudes of self‐efficacy and training motivation with further direct effects on motivation to transfer, and indirect effects on knowledge acquisition and post‐training self‐efficacy. Findings have both theoretical and practical ramifications. Being in one's chosen job should be incorporated into models of training motivation and, whenever possible, employees being re‐deployed should be granted their job preference because this is associated with important positive effects on pre‐training attitudes and motivation to transfer new skills to the work environment.     

Well-being through learning: a systematic review of learning interventions in the workplace and their impact on well-being

The view that learning is central to well-being is widely held and the workplace is an important setting in which learning takes place. Evaluations of the effectiveness of well-being interventions in work settings are commonplace, but to date, there has been no systematic review of the effectiveness of learning interventions with regard to their impact on well-being. The review synthesizes evidence from 41 intervention studies, and although no studies report a negative impact on well-being, 14 show no effect on well-being, with 27 studies having a positive impact. We classify the studies according to the primary purpose of the learning intervention: to develop personal resources for well-being through learning; to develop professional capabilities through learning; to develop leadership skills through learning; and to improve organizational effectiveness through organizational-level learning. Although there is an abundance of workplace learning interventions, few are evaluated from a well-being perspective despite the commonly held assumption that learning yields positive emotional and psychological outcomes. The evidence indicates an important gap in our evaluation of and design of workplace learning interventions and their impact on well-being, beyond those focusing on personal resources. This raises important theoretical and practical challenges concerning the relationship between learning and well-being in the context of professional capability enhancement, leadership capability and organizational learning.     

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.     

Positive Psychological States in the Daily Life of a Sample of Working Women

This study of a sample of working women investigated where positive experiences were derived from in everyday life, focusing on the domains of work and nonwork (leisure). It examined how aspects of the situation, in terms of principal environmental influences in work and leisure, and the person, in terms of locus of control, were associated with positive subjective states and psychological well-being. The study employed questionnaires and also the experience sampling method. The results showed that both work and leisure were important for positive psychological states and that internal locus of control was associated with greater enjoyment, interest, feelings of immediate control, intrinsic motivation, life satisfaction, and affective well-being and a number of principal environmental influences.     

The performance implications of ambivalent initiative: The interplay of autonomous and controlled motivations

Although initiative is thought to contribute to higher performance, researchers have called for a more comprehensive understanding of the contingencies for this relationship. Building on self-determination theory, we propose that initiative is more likely to predict performance when individuals experience autonomous and not controlled motivation. Across two studies, we find support for a hypothesized three-way interaction between initiative, autonomous motivation, and controlled motivation in predicting individual performance. In Study 1, the personal initiative reported by job applicants was most positively related to the number of job offers that they received several months later when they experienced high autonomous motivation and low controlled motivation. In Study 2, the objective initiative taken by call center employees was most positively related to the revenue that they generated in subsequent months when they reported high autonomous motivation and low controlled motivation. We discuss theoretical implications for motivation, initiative, proactivity, and performance.     

Wohlbefinden,Burn-out und Ressourcen bei Psychotherapeuten

Background

Well-being and its correlates have rarely been investigated in psychotherapists. Results from research on other occupational groups have shown that subjective and work-related well-being are both associated with performance and motivation as well as with mental and physical health. Therefore, personal and job-related resources of practicing psychotherapists were investigated in this study in order to assess their associations with well-being.

Method

A total of 771 psychotherapists filled in an online questionnaire including questions concerning well-being (WHO-Five Well-being Index, WBI-5), burnout (Maslach Burnout Inventory, MBI), and personal (Psychological Capital Questionnaire, PCQ) as well as job-related (Dutch Questionnaire on Work Experience, VBBA) resources.

Outcomes

Of the participants 45?% reported that they were suffering from high emotional exhaustion. Over 30?% reported a reduced subjective well-being, while more extensive professional experience was associated with better well-being. Psychotherapists reported optimism and hope to be the most important personal resources, whereas opportunities for personal and professional development were the most important job-related resources.

Conclusions

The study identified personal and job-related resources which may be relevant for different aspects of well-being in psychotherapists.     

Does an intrinsic work value orientation strengthen the impact of job resources? A perspective from the Job Demands–Resources Model

Based on assumptions of the Job Demands–Resources model and the Person–Environment fit literature, the present research conceptualizes an intrinsic relative to an extrinsic work value orientation as a personal resource. We examine whether such an orientation may strengthen the relations of classical job resources (i.e., autonomy and learning opportunities) with well-being outcomes. The results in a large, representative sample of Dutch employees (N = 4009) show that a predominant intrinsic work orientation strengthened the negative association of learning opportunities with emotional exhaustion as well as the buffering role of autonomy for the health-impairing impact of workload. With respect to work engagement, a predominant intrinsic work orientation strengthened the positive association of autonomy, the expected boosting impact of workload on the stimulating association of autonomy, as well as the—rather unexpected—attenuating impact of workload on the positive association of learning opportunities with work engagement. Although not all hypotheses were confirmed, in general, results point at the importance and practical relevance of personal resources in the realm of the Job Demands–Resources model.     

The why and how of goal pursuits: Effects of global autonomous motivation and perceived control on emotional well-being

This study examined the effects of global autonomous motivation and global perceived control on young adults’ adaptive goal striving and emotional well-being. We reasoned that autonomously motivated participants who also perceive high levels of control would make accelerated progress with the pursuit of their most important goal and experience associated increases in emotional well-being. By contrast, we predicted that these benefits of autonomous motivation would be reduced among participants who perceive low levels of control. A 6-month longitudinal study of 125 college students was conducted, and self-reported global autonomous motivation, global perceived control, progress towards the most important goal, and emotional well-being were assessed. Regression analyses showed that the combination of high baseline levels of global autonomous motivation and global perceived control was associated with accelerated goal progress after 6 months, which mediated 6-month increases in emotional well-being. These benefits were not apparent among autonomously motivated participants who perceived low levels of control. The study’s findings suggest that global autonomous motivation and perceived control may need to work together to foster adaptive goal striving and emotional well-being.     

农民工收入与主观幸福感的关系：社会支持和人格的作用

采用整群抽样方法对选自长沙市的452名农民工进行问卷调查,考察社会支持、人格在农民工收入与主观幸福感关系中的作用。结果表明：农民工收入对其主观幸福感有显著的正向预测性;在农民工收入与其主观幸福感的关系中,社会支持起部分中介作用,神经质和宜人性有缓冲作用,外倾性有增强作用;社会支持的中介作用受到宜人性的调节。     

Toward a psychology of positive youth development

This article analyzes the development of initiative as an exemplar of one of many learning experiences that should be studied as part of positive youth development. The capacity for initiative is essential for adults in our society and will become more important in the 21st century, yet adolescents have few opportunities to learn it. Their typical experiences during schoolwork and unstructured leisure do not reflect conditions for learning initiative. The context best suited to the development of initiative appears to be that of structured voluntary activities, such as sports, arts, and participation in organizations, in which youths experience the rare combination of intrinsic motivation in combination with deep attention. An incomplete body of outcome research suggests that such activities are associated with positive development, but the developmental processes involved are only beginning to be understood. One promising approach has recorded language use and has found that adolescents participating in effective organizations acquire a new operating language that appears to correspond to the development of initiative.