When School Fits Me: How Fit Between Self-Beliefs and Task Benefits Boosts Math Motivation and Performance

We hypothesized that college students would engage more and perform better in math when the benefits of learning it were described in a manner that fit their self-beliefs, such as whether they view themselves as interdependent or as independent and unique. In three studies, fit predicted greater performance on math problems. Fit also predicted greater use of tutorials after answering problems incorrectly, and choosing to work on problems framed in the service of students' beliefs. Results highlight the potential power for strengthening math motivation and performance by creating a fit between the portrayal of math's utility and students' self-beliefs.     

A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes

This study employed a person-environment (P-E) fit approach to explaining volunteer satisfaction, affective commitment, and turnover intentions. It was hypothesized that personality fit would explain additional variance in volunteer affective outcomes above and beyond motives to volunteer. This hypothesis was supported. Personality fit but not culture fit was related to satisfaction and affective commitment. Volunteer turnover intentions were predicted by gender and by social and values motives. The implications of the results are discussed with respect to the two literature domains that were combined in this study: the functional approach to volunteerism and P-E fit theory. Functional approaches to volunteerism and paid work should be more strongly linked to each other in future research. Moreover, P-E fit theory should be extended by including conditional determinants that moderate P-E fit effects.     

Value From Regulatory Fit

Abstract— Where does value come from? I propose a new answer to this classic question. People experience regulatory fit when the manner of their engagement in an activity sustains their goal orientation or interests regarding that activity. When there is fit, people engage more strongly in what they are doing and "feel right" about it. Fit influences the strength of value experiences—how good or how bad one feels about something—independently of the pleasure and pain experiences that are associated with outcomes. It uniquely contributes to people's experience of the value of things. Fit is shown to influence judgments and decision making, attitude and behavior change, and task performance.     

调节性匹配理论述评

在决策、动机领域,Higgins（2000）提出了一种新的理论——调节性匹配理论。所谓调节性匹配（regulatoryfit）,指的是个体的自我调节定向与其行为策略之间的匹配。该理论认为,调节性匹配能增强个体在目标追求过程中的动机强度、主观评价和情绪体验,从而对个体的行为决策产生重要影响。文章围绕调节性匹配的概念、产生、效应及应用价值等问题对相关研究进行综述,并在此基础上提出了现有研究存在的问题及未来的研究方向     

Regulatory Fit and Voting1

The problem of many democracies is low voter turnout. One reason is the voting procedure, which only allows voting for a party or candidate. Introduction of voting against could bring more voters to the polls. The concept of regulatory focus ( Higgins, 1998 ) suggests that people who focus on prevention would vote more eagerly if they are given the opportunity to blackball disliked candidates. This article describes 2 studies that verify this hypothesis. In the first study, over two thirds of participants declared that they would vote more willingly if they had a “for or against” choice at the election. The second study shows that the “pro or anti” formula is especially attractive to participants with a prevention regulatory focus.     

个人—组织匹配的研究现状与展望

个人—组织匹配主要探讨个人和组织之间的相容性以及实现这种相容性的前提和结果。个人与组织可能以附助或补偿的方式形成匹配。尽管在操作指标的选择上,研究者们没有达成共识,但他们的研究结论都同样体现了个人—组织匹配在员工的组织进入、工作态度、离职意向、工作压力、亲社会行为、工作绩效和组织文化培训等方面的管理价值。展望该领域的进一步研究,自我报告的研究方法以及高水平匹配的益处是令人质疑的,匹配的评估指标也亟待明确。     

How Outgroup Salespeople Fit in or Fail to Fit in: A Proposed Acculturation Effects Framework

The findings of several research studies suggest that gender, culture, and ethnic group are associated reliably with differences in workplace behaviors. This paper looks beyond demographic differences to a broader concept of group-based differences and addresses how differences in the behavioral reactions of outgroup sales trainees affect sales managers' attempts to socialize them into the organization. It is important for sales managers to be able to understand how differences are related to workplace behavior as sales forces become increasingly diverse. A framework and research propositions are offered based on theories of socialization, acculturation, and person—organization fit. In addition, interviews were conducted with salespeople to assess the viability of the proposed framework. Several areas of future research emerge as a result of this exploratory discussion.     

Direction of Fit and Normative Functionalism

Philosophical Studies -     

Adjusting Incremental Fit Indices for Nonnormality

A variety of indices are commonly used to assess model fit in structural equation modeling. However, fit indices obtained from the normal theory maximum likelihood fit function are affected by the presence of nonnormality in the data. We present a nonnormality correction for 2 commonly used incremental fit indices, the comparative fit index and the Tucker-Lewis index. This correction uses the Satorra-Bentler scaling constant to modify the sample estimate of these fit indices but does not affect the population value. We argue that this type of nonnormality correction is superior to the correction that changes the population value of the fit index implemented in some software programs. In a simulation study, we demonstrate that our correction performs well across a variety of sample sizes, model types, and misspecification types.     

Changing Direction on Direction of Fit

In this paper, I show that we should understand the direction of fit of beliefs and desires in normative terms. After rehearsing a standard objection to Michael Smith’s analysis of direction of fit, I raise a similar problem for Lloyd Humberstone’s analysis. I go on to offer my own account, according to which the difference between beliefs and desires is determined by the normative relations such states stand in. I argue that beliefs are states which we have reason to change in light of the world, whereas desires are states that give us reason to change the world. After doing this, I show how the view avoids various objections, including two from David Sobel and David Copp. The paper ends by briefly discussing the relevance of the view to the Humean theory of motivation.     

Assessing Approximate Fit in Categorical Data Analysis

A family of Root Mean Square Error of Approximation (RMSEA) statistics is proposed for assessing the goodness of approximation in discrete multivariate analysis with applications to item response theory (IRT) models. The family includes RMSEAs to assess the approximation up to any level of association of the discrete variables. Two members of this family are RMSEA₂, which uses up to bivariate moments, and the full information RMSEA_n. The RMSEA₂ is estimated using the M₂ statistic of Maydeu-Olivares and Joe (2005, 2006), whereas for maximum likelihood estimation, RMSEA_n is estimated using Pearson's X² statistic. Using IRT models, we provide cutoff criteria of adequate, good, and excellent fit using the RMSEA₂. When the data are ordinal, we find a strong linear relationship between the RMSEA₂ and the Standardized Root Mean Squared Residual goodness-of-fit index. We are unable to offer cutoff criteria for the RMSEA_n as its population values decrease as the number of variables and categories increase.     

Perceived Emotional Demands–Abilities Fit

The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well‐being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions.