When social networking is not working: individuals with low self-esteem recognize but do not reap the benefits of self-disclosure on Facebook

The popular media have publicized the idea that social networking Web sites (e.g., Facebook) may enrich the interpersonal lives of people who struggle to make social connections. The opportunity that such sites provide for self-disclosure-a necessary component in the development of intimacy--could be especially beneficial for people with low self-esteem, who are normally hesitant to self-disclose and who have difficulty maintaining satisfying relationships. We suspected that posting on Facebook would reduce the perceived riskiness of self-disclosure, thus encouraging people with low self-esteem to express themselves more openly. In three studies, we examined whether such individuals see Facebook as a safe and appealing medium for self-disclosure, and whether their actual Facebook posts enabled them to reap social rewards. We found that although people with low self-esteem considered Facebook an appealing venue for self-disclosure, the low positivity and high negativity of their disclosures elicited undesirable responses from other people.     

Using Self-Determination Theory to Understand when and how Money Buys Happiness: a Cross-Sectional and Intervention Study

Applied Research in Quality of Life - The objectives of this article were twofold: (1) understand what motivates people to make money and how this impacts well-being and (2) explore whether it is...     

‘Goblins,owles and sprites’: Discerning early-modern English preternatural beings through collocational analysis

Using the tools of collocational analysis, we explore the distribution and lexical relations of fairy, goblin, imp, and cognate terms within a corpus of approximately 17.6 million words of early-modern English. We found that imp, incubus, and familiar have well-circumscribed associations and are restricted to specific genres. However, goblin and fairy often appear in definitional or synonymizing phrases (e.g., ‘the fairies are spirits’), or, in contrast, are used in ‘indiscriminate pairings’ (e.g., ‘ghosts and goblins’) that serve to index a twilight domain of the spooky, the eerie, the unknown. We argue that the study of such preternatural beings is properly the study of rhetorical patterns. Goblins and their kin function as sites of contestation about other definitional schema: superstition, religion, magic.     

Empirical support for the gender‐as‐culture hypothesis.

This investigation provided a test of the gender‐as‐culture, or ‘two cultures’, hypothesis proposed by Maltz and Borker (1982) to explain male/female differences in language use. Analysis of previous empirical investigations located 16 language features that had consistently been shown to indicate communicator gender and these were tested within the framework of the four dimensions of intercultural style proposed by Gudykunst and Ting‐Toomey (1998): direct versus indirect, succinct versus elaborate, personal versus contextual and instrumental versus affective. Study 1 provided preliminary evidence supporting the hypothesized language‐feature‐by‐dimension relationships (e.g., male directives were rated more direct and female uncertainty verbs more indirect). In Study 2, respondents rated multiple exemplars of the 16 language features, as well as 16 contrasting foil sentences, on all four dimensions, finding that nearly all of the variables fell on the hypothesized intercultural dimensions. In Study 3, respondents rated four sets of naturally occurring target sentences and matching foil sentences, representing all language variables, on their appropriate intercultural dimensions in order to establish dimensional polarity. Results across the three studies supported the hypothesized language feature‐by‐stylistic dimension relationship for 15 of the 16 variables: The 6 male language features were rated as more direct, succinct, personal, and instrumental, whereas 9 of the 10 female features were perceived as more indirect, elaborate, and affective. The findings demonstrate that gender preferences for language use function in ways that are consistent with stylistic preferences that distinguish national cultures.     

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.

     

Self-control by pigeons in the prisoner's dilemma

Pigeons played a repeated prisoner's dilemma game against a computer that reflected their choices: If a pigeon cooperated on trial n, the computer cooperated on trial n + 1; if the pigeon defected on trial n, the computer defected on trial n + 1. Cooperation thus maximized reinforcement in the long term, but defection was worth more on the current trial. Under these circumstances, pigeons normally defect. However, when a signal correlated with the pigeon's previous choice immediately followed each current trial choice, some pigeons learned to cooperate. Furthermore, cooperation was higher when trials were close together in time than when they were separated by long intertrial intervals.     

Anticipatory Processing and Post‐Event Processing in Social Anxiety Disorder: An Update on the Literature

Two repetitive thinking processes that have been proposed in prominent maintenance models of social anxiety disorder (SAD) are anticipatory processing and post‐event processing. Research into these two processes has steadily increased over the last 20 years. This review highlights the main lines of existing research on anticipatory processing and post‐event processing, including studies on the nature of these processes, their association with social anxiety, the predictors, and consequences of these processes, as well as how these processes respond to treatments for SAD. The review also highlights some of the conceptual and methodological issues that have prevented the literature on anticipatory processing and post‐event processing from being more integrated and focused. Finally, the review draws together some new directions in terms of theory and research to further advance the field.     

Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort

This study investigated relations between pay-for-performance incentives designed to vary in instrumentality (annual pay-for-performance, quarterly pay-for-performance, and base pay level) and employee outcomes (self-reported work effort and turnover intention) in a longitudinal study spanning more than 2 years. After controlling for perceived instrumentality, merit pay increase, and the initial values of the dependent variables, the amount of base pay was positively related to work effort and negatively related to turnover intention, where both relationships were mediated by autonomous motivation. The amounts of quarterly and annual pay-for-performance were both positively related to controlled motivation, but were differently related to the dependent variables due to different relations with autonomous motivation.     

Why individuals want money is what matters: Using self-determination theory to explain the differential relationship between motives for making money and employee psychological health

Researchers have debated for years whether money can lead to happiness. Indeed, the findings to date are contradictory in regard to the impact of individuals’ motives for making money on their psychological well-being. This study aimed to reconcile these findings and show that certain motives for making money can be beneficial to individuals’ psychological health, while others can be detrimental, not only by reducing well-being, but also by increasing ill-being. Based on self-determination theory, basic psychological needs (autonomy, competence, and relatedness) were hypothesized to be the psychological mechanism explaining these differential effects. More precisely, need satisfaction and need frustration were hypothesized to mediate the relationship between employees’ money motives and psychological health (well-being and ill-being). Our findings suggest that self-integrated motives for making money lead to greater well-being and lesser ill-being by positively predicting need satisfaction and negatively predicting need frustration. On the other hand, non-integrated motives for making money appear to result in lesser well-being and greater ill-being by being negatively associated with need satisfaction and positively associated with need frustration. Together, these findings suggest that money motives can have differential effects on employees’ psychological health depending on whether these underlying reasons are need-satisfying or need-frustrating life goals.     

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.