Teacher performance goal practices and elementary students' behavioral engagement: a developmental perspective

We investigated growth trajectories for classroom performance goal practices and for student behavioral engagement across grades 2 to 5 for 497 academically at-risk elementary students. This study is the first longitudinal investigation of performance goal practices in the early elementary years. On average, teacher use of performance goal practices increased and students' behavioral engagement declined across the four years. Using autoregressive latent trajectory (ALT) models, we examined the synchronous relations between teacher-reported performance goal practices and teacher-reported student behavioral engagement. As expected, as students move into classrooms with a new teacher with less emphasis on performance goal practices, they become more behaviorally engaged in school. Gender did not moderate these results. Implications for teacher professional development are discussed.     

Turning Fantasies About Positive and Negative Futures into Self-Improvement Goals

Contrasting fantasies about the future with reflections on reality that impedes fantasy realization creates a tight link between expectations of success and forming commitments to self-improvement goals. This effect applies to both fantasies about a positive future contrasted with impeding negative reality as well as fantasies about a negative future contrasted with impeding positive reality. In Study 1, with 63 student participants, contrasting positive fantasies about benefiting from a vocational training with negative reflections on reality impeding such benefits led to expectancy-dependent willingness to invest in the training, more so than indulging in the positive future and than dwelling on the negative reality. In Study 2, with 158 high school students from former East Berlin, contrasting negative, xenophobic fantasies about suffering from the influx of immigrants with positive reflections on reality impeding such suffering led to expectancy-dependent tolerance and willingness to integrate the immigrants. Findings are discussed in terms of how mental contrasting facilitates self-improvement and personal development by making people form expectancy-dependent goal commitments to approach positively-perceived as well as negatively-perceived futures.     

Starting at the end: the importance of goals in spatial language

We explored the linguistic encoding of Paths in children between the ages of three and seven, in children with Williams syndrome, and in normal adults, focusing specifically on Source and Goal Paths. The results showed an asymmetry, with Goal Paths regularly and systematically encoded, but Source Paths often omitted. This pattern occurred among all groups and across a broad range of domains including Manner of Motion, Change of Possession, Change of State, and Attachment/Detachment events. It also occurred whether participants spontaneously described events or were asked to use a specific verb that biased them towards a Goal or Source Path (e.g. 'give' vs. 'get'). The results are discussed in terms of non-linguistic foundations of spatial language and the linguistic mapping biases that arise when we describe what we see.     

电信员工职业承诺因素结构的研究

本文在访谈、问卷调查的基础上,采用因素分析、回归分析等方法对电信业员工职业承诺的因素结构及其相关变量、人口统计学变量进行了深入研究。结果表明,电信业员工的职业承诺包括情感承诺、继承承诺、规范承诺、理想承诺四个维度。修订后的量表具有良好的信效度,职业承诺与相关变量间相关显著。     

A study of antecedents of organizational commitment

Various theories of organizational behaviors suggest that there should be significant relationships between the work-related variables and commitment to an organization. This study shows that, for a sample of 203 Japanese industrial workers, four components (attachment, internalization, normative, and continuance) of organizational commitment are predicted by organizational climate, supervisory behavior, organizational tenure, and role clarity. Implications for future research are discussed.     

护士职业承诺结构的研究

目的:寻找适用于护士群体的职业承诺测评工具,探索护士职业承诺的结构维度,以期为解释护士离职现象、稳定护理队伍提供参考。方法:引入Blau(2003)的职业承诺问卷,以344名护士为预试样本,探索职业承诺的因子结构;采用正式问卷调查500名护士,再次验证问卷的信、效度。结果与结论:护士职业承诺问卷具有良好的信、效度,其因子结构由5维度组成,包括情感承诺、规范承诺、经济成本承诺、情感代价承诺和机会承诺。     

Blocked goals, persistent action: Implementation intentions engender tenacious goal striving

Research on goal attainment has demonstrated that people are more likely to reach their goals when they form implementation intentions. Three experiments tested whether implementation intentions lead to tenacious goal striving following blockage of an initial attempt to reach the goal. In all three experiments some participants were instructed to form an implementation intention and other participants were not. Subsequently, the initial goal-directed attempt of all participants was unexpectedly blocked. Experiment 1 found that implementation intentions resulted in more attempts to realize one’s goal. Experiment 2 showed that when participants formed an implementation intention their repeated attempt was acted out as intensely as their first, blocked attempt. Experiment 3 found that implementation intentions still allow people to seize an alternative, more onerous means to realize their intention. These results imply that implementation intention conserve self-regulatory strength. After goal blockage, the remaining strength can be used to continue goal-directed action.     

Coping with occupational uncertainty and formal volunteering across the life span

Common wisdom suggests that individuals confronted with occupational uncertainty (e.g., job insecurity and difficulties with career planning) may withdraw from volunteering. We argue that volunteering may be useful to workers in some career stages and that stage-appropriate coping with occupational uncertainty may increase individuals' readiness to volunteer. In Study 1, we used cross-sectional and 1-year follow-up data from Germany that covered three age groups: 16–29 (N_T1 = 1253, N_T2 = 224), 30–43 (N_T1 = 1560, N_T2 = 371), and 56–75 (N_T1 = 518, N_T2 = 215). High engagement and low disengagement in coping with occupational uncertainty were associated with concurrent volunteering in the youngest group but not in the other groups. Over 1 year, high disengagement reduced the likelihood of starting volunteering in the youngest group and increased this likelihood in the oldest group. Study 2 used an independent, cross-sectional German sample that included two age groups: 20–29 (N = 326) and 30–40 (N = 367). Using a different measure of volunteering, Study 2 partly replicated the cross-sectional findings from Study 1. Results suggest that individual agency is a decisive link between occupational uncertainty and the readiness to volunteer, particularly among young labor market entrants.     

Gassing, braking, and self-regulating: Error self-regulation, well-being, and goal-related processes

Social cognitive models point to a widespread appreciation for the role that self-regulation functions play in mediating social outcomes. The present five studies, involving 527 undergraduate participants, sought to build on such models in the context of individual differences in error self-regulation. In this respect, the studies used a robust cognitive model, namely one that proposes that people seek to interrupt processing routines after making an error in choice reaction time tasks. Studies 1-3 showed that greater tendencies toward error self-regulation predicted higher levels of well-being. Studies 4-5 extended such results by showing that greater tendencies toward error self-regulation predicted superior abilities to recognize motive-relevant stimuli (Study 4) and override a prior task set in favor of a new task set (Study 5). Overall, the findings both point to the functionality of individual differences in error self-regulation and help to elucidate the processing basis of such relations.     

Perceptions of the organizational context and psychological contract breach: Assessing competing perspectives

This study examines how employees’ perceptions of specific features of the organizational context—organizational politics and procedural justice—are related to their evaluations of psychological contract breach and subsequent attitudes and behaviors. Across three studies, we examined the appropriateness of four models for describing relationships among the focal constructs. Results of these studies support (a) an environmental responsiveness model in which psychological contract breach mediates the effects of politics and justice on employee outcomes, and (b) a general fairness evaluation model where politics, justice, and psychological contract breach serve as indicators of a higher order factor that predicts employee attitudes and behavior. Implications and directions for future research are presented.