Unravelling the motivational yarn: A framework for understanding the instigation of implicitly motivated behaviour resulting from deprivation and positive affect

Research suggests that the motivation to perform specific behaviours can originate in the unconscious. This implicit motivation can generally be traced to two basic sources: Deprivation of essential resources and positive affect attached to the specific behaviour. Yet, whereas previous research has increased our understanding of the emergence of implicit motivation, there is little theoretical analysis and empirical research that addresses how these sources interact in producing motivation. This chapter presents a framework for the comprehension of implicitly motivated behaviour resulting from deprivation and positive affect. The framework consists of two essential components. First, it proposes that mental representations of behaviour direct and prepare individuals to engage in behaviour. Second, it suggests that a reward signal either emanating from deprivation or positive affect acts upon behaviour representations to produce motivated behaviour. We present several findings supporting the framework and discuss these findings in the context of non-conscious goal pursuit and needs.     

Bases of social power,leadership styles,and organizational commitment

Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.     

The Interactive Effects of Self‐Perceptions and Job Requirements on Creative Problem Solving

Over the years, researchers have focused on ways to facilitate creativity in the workplace by looking at individual factors and organizational factors that affect employee creativity (Woodman, Sawyer, & Griffin, 1993 ). In many cases, the factors that affect creativity are examined independently. In other words, it is uncommon for researchers to look at the interaction among individual and organizational factors. In this study, it is argued that to get a true understanding of how to maximize creativity in the workplace, organizational researchers must look at the interaction between organizational factors and individual factors that affect employee creativity. More specifically, the current study looked at an individual's perceptions about his or her ability to be creative (i.e., individual factor) and perceptions of requirements for creativity in the workplace (i.e., an organizational factor). The results indicated that individuals who have a high belief about their ability to be creative (an individual factor) were most creative when they also perceived requirements for creativity in the workplace (an organizational factor). Furthermore, individuals who had low perceptions of creative ability were still able to perform creatively when they had high perceptions of requirements for creativity. This suggests that, to maximize creativity, organizations should focus on both individual and organizational factors that affect employee creativity.     

Index to Volume 122

I examined the impact of first names on ratings of physical attractiveness as judged by British undergraduate subjects using male and female full-face pictures presented on photographic slides. The photographs were identified with attractive names, unattractive names, or without any name indicated. Subjects rated the stimulus figures for physical attractiveness. Names accounted for approximately 6% of the variance in subjects' ratings of physical attractiveness. This effect was highly significant for pictures of women (p < .001), but nonsignificant for pictures of men (p > .05).     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

A Method for the Study of Personality Reactions in Preschool age Children by Means of Analysis of their Play

This investigation studied variability in visual thresholds for six subjects for 50 consecutive days. The results show the following:

1. Session-to-session variability agrees closely with the variability estimates made by Hecht and Zegers.

2. No periodic or cyclic trends appeared for the group or for any individual subject.

3. For all six subjects for the first 15 days of testing, a learning phenomenon was observed for the mean and standard-deviation data. There was a slow rise over the last 10 days of testing for the mean, but not for the standard-deviation data. (A discussion of the possible causes of the rise of the mean over the last 10 days suggested the influence of extraneous factors, such as boredom and fatigue.)

4. No effect of the menstrual cycle upon the threshold values was found.

4. No effect of the menstrual cycle upon the threshold values was found.     

Examining classroom influences on student perceptions of school climate: The role of classroom management and exclusionary discipline strategies

There is growing emphasis on the use of positive behavior supports rather than exclusionary discipline strategies to promote a positive classroom environment. Yet, there has been limited research examining the association between these two different approaches to classroom management and students' perceptions of school climate. Data from 1902 students within 93 classrooms that were nested within 37 elementary schools were examined using multilevel structural equation modeling procedures to investigate the association between two different classroom management strategies (i.e., exclusionary discipline strategies and the use of positive behavior supports) and student ratings of school climate (i.e., fairness, order and discipline, student–teacher relationship, and academic motivation). The analyses indicated that greater use of exclusionary discipline strategies was associated with lower order and discipline scores, whereas greater use of classroom-based positive behavior supports was associated with higher scores on order and discipline, fairness, and student–teacher relationship. These findings suggest that pre-service training and professional development activities should promote teachers' use of positive behavior support strategies and encourage reduced reliance on exclusionary discipline strategies in order to enhance the school climate and conditions for learning.     

“Authoritarianism” and Agreement with Things Authoritative

The use of personality and attitudinal questionnaires in private executive and military samples is briefly reviewed. The need for evidence regarding the factor similarity of such questionnaires in comparative studies is noted. Such a comparative factorial study of an abbreviated version of the Shure-Meeker (11) Personality/Attitude Schedule (PAS) is reported. In terms of the general scales examined, three of the four scales emerge in both samples. The order of emergence, as well as the number and item content of the factors, differs slightly between the two samples. Caution is suggested in assuming factor similarity across samples in comparative studies utilizing the PAS and other personality and attitudinal instruments.     

The moderating role of positive beliefs about worry in the relationship between stressful events and worry

Some theorists suggest that worry is elevated by positive beliefs when stressful events occur. Although several cross-sectional studies have revealed an association between positive beliefs and worry, few longitudinal studies have been conducted on this topic. Moreover, the effect of positive beliefs as a moderator on worry when stressful events occur has not been investigated. Against this background, the present study conducted a two-wave longitudinal survey to examine the moderating role of positive beliefs. One hundred and ninety-four college students voluntarily completed questionnaires. Hierarchical regression analysis showed a prospective relationship between the experience of stressful events and the subjective report of worry. Moreover, this relationship was moderated by an interaction with positive beliefs; stressful events were a stronger predictor of the extent of worry for individuals with a high level of positive beliefs than for those with a low level of positive beliefs. The moderating role of positive beliefs suggests that the level of positive beliefs amplifies the threat of worry caused by stressful events.