Regulatory mode and willingness to increase retirement savings contributions

This study examined how two self‐regulatory modes, locomotion and assessment, relate to the willingness to increase retirement savings. Locomotion is concerned with making things happen (“just do it”). Assessment is concerned with critical evaluation (“do the right thing”). We hypothesized that individuals who score high (vs. low) in locomotion, but not those who score high (vs. low) in assessment, would be more willing to increase their savings for retirement. In addition, because high (vs. low) assessment can lead to doing the right thing in terms of seeking to maximize economic returns, we hypothesized that combining high locomotion with high assessment would especially motivate willingness to increase retirement savings. We found support for both hypotheses from a survey of university employees.     

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.     

Feeling right or being right: When strong assessment yields strong correction

Negotiators in regulatory fit report feeling right about an upcoming negotiation more than those in non-fit, and this intensifies their responses to negotiation preparation (Appelt et al. in Soc Cogn 27(3), 365–384, 2009). High assessors emphasize critical evaluation and being right (Higgins et al. in Advances in experimental social psychology, Vol 35, pp 293–344, 2003). This emphasis should motivate them to engage in correction processes when they only feel right—so strongly as to produce elimination, and perhaps even overcorrection, of the fit effects found previously. We found that low assessors replicated regulatory fit effects on negotiation preparation measures of anticipated performance and perceived assessment competence. For high assessors, however, these fit effects were eliminated and even reversed to some extent. This is consistent with the prediction that high assessors correct because they want to be right, and not just feel right, and correcting can result in overcorrection. Implications for understanding the trade-offs of a strong assessment orientation are discussed.     

How communication goals determine when audience tuning biases memory

After tuning their message to suit their audience's attitude, communicators' own memories for the original information (e.g., a target person's behaviors) often reflect the biased view expressed in their message--producing an audience-congruent memory bias. Exploring the motivational circumstances of message production, the authors investigated whether this bias depends on the goals driving audience tuning. In 4 experiments, the memory bias was found to a greater extent when audience tuning served the creation of a shared reality than when it served alternative, nonshared reality goals (being polite toward a stigmatized-group audience; obtaining incentives; being entertaining; complying with a blatant demand). In addition, the authors found that these effects were mediated by the epistemic trust in the audience-congruent view but not by the rehearsal or accurate retrieval of the original input information, the ability to discriminate between the original and the message information, or a contrast away from extremely tuned messages. The central role of epistemic trust, a measure of the communicators' experience of shared reality, was supported in meta-analyses across the experiments.     

Never quite good enough: The paradox of sticky developmental relationships for elite university graduates

Drawing on the mentoring, education, and social psychology literatures, this longitudinal study examines how the persistence of developmental relationships from an elite graduate school influences subjective career outcomes during early career. Participants (n = 136) were surveyed about their developmental networks—a group of individuals who take an active interest in and action to advance a focal individual’s career—and subjective career outcomes over the 10 years (1996-2006) post graduation. Results show that although receiving mentoring from one’s entire developmental network was positively related to career-related self-efficacy and perceptions of career success, this was not the case for ties retained from graduate school. Continuing to receive mentoring support from developers from graduate school and further, from peers from graduate school, was negatively related to perceptions of career success. These findings offer insight into the dynamics and potentially negative consequences of developmental networks and highlight the significance of social comparison during early career.     

Making message recipients "feel right": how nonverbal cues can increase persuasion

Nonverbal cues are an inherent component of most persuasive appeals. We use regulatory-fit theory as a framework for understanding the effect of nonverbal cues on a message's effectiveness, and as a foundation for developing a new persuasion technique. We propose that when the nonverbal cues of a message source sustain the motivational orientation of the recipient, the recipient experiences regulatory fit and feels right, and that this experience influences the message's effectiveness. Experimental results support these predictions. Participants experiencing regulatory fit (promotion-focus participants viewing messages delivered in an eager nonverbal style, prevention-focus participants viewing messages delivered in a vigilant nonverbal style) had more positive attitudes toward a message's topic and greater intentions to behave in accordance with its recommendation than did participants experiencing nonfit. Feeling right was also greater for participants experiencing fit than for those experiencing nonfit and was associated with greater message effectiveness. Regulatory-fit theory provides a framework for making precise predictions about when and for whom a nonverbal cue will affect persuasion.     

“On the Move” or “Staying Put”: Locomotion,Need for Closure,and Reactions to Organizational Change1

Four studies conducted in various organizations in Italy, employing contemporaneous and longitudinal designs, tested hypotheses relating 2 personality constructs—need for cognitive closure ( Kruglanski & Webster, 1996 ) and locomotion tendency ( Higgins, Kruglanski, & Pierro, 2003 ; Kruglanski et al., 2000 )—to individuals’ ability to successfully cope with organizational change. Across diverse organizational settings, populations studied, types of organizational change implemented, and measures of coping with change, we found that need for closure was negatively related, and locomotion tendency was positively related, to coping with change. We also found that the negative relation between need for closure and coping was attenuated where organizational climate is supportive of change, and that degree of successful coping with change determines post‐change work attitudes.     

Shared Reality: Experiencing Commonality With Others' Inner States About the World

ABSTRACT— Humans have a fundamental need to experience a shared reality with others. We present a new conceptualization of shared reality based on four conditions. We posit (a) that shared reality involves a (subjectively perceived) commonality of individuals' inner states (not just observable behaviors); (b) that shared reality is about some target referent; (c) that for a shared reality to occur, the commonality of inner states must be appropriately motivated; and (d) that shared reality involves the experience of a successful connection to other people's inner states. In reviewing relevant evidence, we emphasize research on the saying-is-believing effect , which illustrates the creation of shared reality in interpersonal communication. We discuss why shared reality provides a better explanation of the findings from saying-is-believing studies than do other formulations. Finally, we examine relations between our conceptualization of shared reality and related constructs (including empathy, perspective taking, theory of mind, common ground, embodied synchrony, and socially distributed knowledge) and indicate how our approach may promote a comprehensive and differentiated understanding of social-sharing phenomena.     

The Perfect Mix: Regulatory Complementarity and the Speed-Accuracy Balance in Group Performance

ABSTRACT— In this research, we varied the composition of 4-member groups. One third of the groups consisted exclusively of "locomotors," individuals predominantly oriented toward action. Another third of the groups consisted exclusively of "assessors," individuals predominantly oriented toward evaluation. The final third of the groups consisted of a mix of locomotors and assessors. We found that the groups containing only locomotors were faster than the groups containing only assessors, and the groups containing only assessors were more accurate than the groups containing only locomotors. The groups containing a mix of assessors and locomotors were as fast as the groups containing only locomotors and as accurate as the groups containing only assessors. These results echo findings at the individual level of analysis, and suggest that the testing and action components of operating systems independently contribute to performance both intra- and interpersonally.