The longitudinal impact of self-efficacy and career goals on objective and subjective career success

The present research reports on the impact of occupational self-efficacy and of career-advancement goals on objective (salary, status) and subjective (career satisfaction) career attainments. Seven hundred and thirty four highly educated and full-time employed professionals answered questionnaires immediately after graduation, three years later, and seven years later. Controlling for discipline, GPA at master’s level, and gender, we found that occupational self-efficacy measured at career entry had a positive impact on salary and status three years later and a positive impact on salary change and career satisfaction seven years later. Career-advancement goals at career entry had a positive impact on salary and status after three years and a positive impact on status change after seven years, but a negative impact on career satisfaction after seven years. Women earned less than men, but did not differ from men in hierarchical status and in career satisfaction. Theoretical implications for socio-cognitive theorizing and for career-success research as well as applied implications for vocational behavior are discussed.     

Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement

This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being.     

Stressed out over possible failure: The role of regulatory fit on claimed self-handicapping

The self-protective mechanism of self-handicapping appears to be motivated by the need to protect ability attributions in the face of concern about possible failure. Indeed, the present research finds a correlation between trait self-handicapping and chronic prevention focus. Moreover, the present research examines the role of “regulatory fit” on the use of claimed self-handicapping by exposing high and low trait self-handicappers to performance situations framed in prevention or promotion terms. Consistent with our regulatory fit hypothesis, high self-handicappers (HSHs) handicapped significantly more (by reporting higher levels of stress) when the task was framed in prevention focus rather than promotion focus terms, and did so even when the viability of the handicap was dubious. Self-handicapping in the prevention focus condition was mediated by elevated feelings of evaluative concern. The findings suggest that conditions of regulatory fit (i.e., HSHs under prevention focus) can lead to increased use of self-handicapping.     

How successful would a phone‐pillow be: Using dual process theory to predict the success of hybrids involving dissimilar products

Drawing on dual process theory from psycholinguistics, results reveal that, in order for respondents to develop preferences for hybrids from dissimilar categories the products underlying the hybrid need to be structurally aligned based on links between individual functions, and that these links also need to be situated in concrete consumer goals (study 1). In addition, it was found that category similarity interacts with these two factors (study 2). Specifically, prompting the potential consumer to think about structural alignment and consumer goals increased the success of hybrids made up of dissimilar products, but decreased the success of hybrids involving similar products.     

Child-rearing goals of Estonian, Finnish, and Swedish mothers

In the present study, the child-rearing goals of mothers of 4- to 6-year-old children from Estonia, Finland, and Sweden were compared. The developed Child-Rearing Goals Questionnaire consisted of three different tasks: open-ended questions, item rating, and item ranking. All mothers were similar in valuing highly self-maximization, but differed in emphasis on traditional child-rearing goals (e.g., conformity, obedience, politeness, being hard-working, etc.). The Swedish mothers tended to stress the characteristics connected with self-maximization as well as self-confidence and children's happiness, but did not value the traditional child-rearing goals. The Estonian mothers attached a great significance both to the traditional characteristics and to self-maximization. The Finnish mothers also stressed both traditional and non-traditional values, but to a lesser extent than the Estonians. The Swedish and Finnish mothers' child-rearing goals were relatively homogeneous. In contrast, the Estonian mothers were generally less focused on any specific goal. Mothers with a lower level of education stressed traditional goals more than mothers with a higher level of education. The results are discussed in the light of the possible effect different cultural contexts have on maternal child-rearing goals: bringing up children in stable welfare societies (such as Sweden and Finland) in contrast to a rapidly changing society (such as Estonia).     

Rightly crossing the Rubicon: Evaluating goal self-concordance prior to selection helps people choose more intrinsic goals

We studied how people “cross the Rubicon” when making personal goal selections. In Studies 1 and 2 participants rated the self-concordance of four candidate goals, two with intrinsic and two with extrinsic content, before selecting two goals to actually pursue. Intrinsic goal content predicted higher self-concordance, as did matching between goal content and participant values and motives. Self-concordance in turn explained participants’ actual goal-selections. In longitudinal Study 2, intrinsic goal selection predicted increased well-being. In experimental Study 3, participants randomly assigned to rate candidate goals prior to selection made more intrinsic selections on average, compared to those not afforded this opportunity. We conclude that considering one’s motivations for various candidate goals prior to selecting among them can improve one’s goal choices.     

Dimensions of perfectionism and goal commitment: A further comparison of two perfectionism measures

Research on perfectionism has suggested that a strong association exists between the setting and striving for excessively high standards. However, the motivational aspects of perfectionism have yet to be empirically identified. The purpose of the present study was to evaluate the usefulness and psychometric properties of a new goal commitment scale by assessing commitment to perfection in seven content areas. In addition to identifying individual differences in perfectionism goal commitment, the current research also investigated the association between commitment to perfectionism and trait indices of perfectionism. A sample of 261 students rated degree of commitment to perfectionistic goals and completed two multidimensional perfectionism scales that assess the personal and social aspects of perfectionism. Analyses confirmed the presence of individual differences in perfectionism goal commitment. Correlational tests revealed that the trait perfectionism dimensions were correlated with the goal commitment measure, but the findings varied as a function of the specific perfectionism goal. Overall, the current data are consistent with the view that the perfectionism construct has a salient motivational component. Our findings suggest that the assessment of goal commitment is a useful means of examining specific facets of the perfectionism construct.     

An Unfinished Debate: What Are the Aims of Religion and Science?

I discuss the kinds of fundamental questions that must be addressed by people who develop theories about how religion and science are (or should be) related. After categorizing these questions as axiological, epistemological, ontological, or semantic, I focus on those that concern the goals of religion and science (the axiological issues). By distinguishing between epistemic and practical goals, individual and collective goals, and manifest and latent goals, I identify seven axiological questions. The various answers that religion/science theorists give or presuppose to these axiological questions help to explain why such deep, ongoing differences continue among them.