个人奋斗及其相关研究

个人奋斗作为个人目标概念中最有代表性的一种,是一种特定的、与情境目标有关的人格意向结构,指的是个体通过日常行为所努力达成的特性生活目标。根据目标理论的层次结构,个人奋斗及类似概念被统称为人格中的“中层”目标单元。文章选取Emmons的个人奋斗理论,从个人奋斗的基本概念及其测评开始,论述其与幸福感、人格特质的相关关系,并简要评述了几种不同的个人目标理论,呈现了一种与传统特质理论不同的人格研究方法     

Goal projection in public places

Three studies investigated the phenomenon of goal projection in everyday life considering three moderators: goal commitment, the perceived similarity of the target person, and goal attainment. Moviegoers' (Study 1) highly committed to see a particular movie projected this goal onto other movie patrons. Commuters (Study 2) highly committed to catch a certain train projected this goal onto other commuters, given that these commuters were perceived as similar. Shoppers (Study 3) projected buying a particular item when both their goal commitment and the perceived similarity of another shopper were high, and the goal was not yet attained. The results imply that goal projection is part of our everyday life and is fostered by high‐goal commitment, perceiving others as similar, and ongoing goal striving.     

3～6岁幼儿目标取向、自我效能感与自我控制的关系

自我控制是自我意识的重要成分,是儿童自主发展的重要前提。通过问卷调查法对241名3~6岁幼儿被试进行调查,考察其目标取向、自我效能感和自我控制的发展及三者关系。结果发现:(1)3~6岁幼儿的任务目标取向居于主导,女孩的他人目标取向比男孩明显,幼儿四类目标取向的发展皆呈现先上升后下降复又上升的趋势;幼儿的自我效能感居于中等水平,自我控制居于中等偏上水平;女孩的自觉性和自制力水平明显高于男孩;幼儿的自我延迟满足在4岁发生明显转折;(2)自我提升目标取向显著正向预测自我控制;(3)自我效能感在自我提升目标取向与自我控制关系间存在部分中介效应。     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

University Students' Emotion During Online Search Task: A Multiple Achievement Goal Perspective

Endorsing a multiple goal perspective, students' academic emotions were examined with different goal profiles while solving learning tasks online. One hundred and seven Chinese undergraduates were classified based on the 2 × 2 achievement goal framework into three groups: Mastery-approach-focused, Approach-oriented, and Avoidance-oriented group. Participants' emotional states were assessed immediately prior to the task and following the task. Prior to the task, the Avoidance-oriented group reported significantly higher levels of deactivated negative emotion (i.e., bored and confused) than the Approach-oriented group. The Mastery-approach-focused group reported significantly higher levels of activated positive emotions (i.e., excited and eager) than the Avoidance-oriented group after the task. Within each group, all three groups followed a similar emotion change pattern prior versus after the search task in deactivated positive emotion, with a significant increase. In addition, the Mastery-approach-focused group also reported a significantly higher level of happiness after completing the task, whereas the other two groups did not report much change. The Avoidance-oriented group also reported a significant drop in the feeling of excitement, eagerness, anxiety, and nervousness; whereas, the Approach-oriented group reported a significantly higher level of confusion after the task was finished. Implications of the findings are further discussed.     

Decreasing bouts of prolonged sitting among office workers

Many workers in industrialized nations spend their day seated at a desk. Research suggests that accumulated sitting time increases risk for certain diseases (van der Ploeg, Chey, Korda, Banks, & Bauman, 2012). To reduce risk, health researchers recommend frequent standing or walking breaks during the workday. In the current study, we evaluated 3 behavioral interventions to decrease bouts of prolonged sitting among office workers. Information alone was not as effective as a treatment package that consisted of a tactile prompt, feedback, and goal setting.     

Fitness of Job Type and Management by Objectives: Mediating Effects of Perception of Effectiveness and Goal Commitment and Moderating Effects of Supervisor's Behavior

Abstract : This study investigated the influence of job type (line or staff) on perceptions of management‐by‐objectives (MBO) effectiveness, goal commitment, and goal‐attainment behavior, as well as mediating effects of perceptions of MBO effectiveness and goal commitment and moderating effects of supervisor behavior. Participants were 152 employees of a factory that manufactures drugs for a Japanese pharmaceutical company. The primary duties of line personnel involved production. The duties of staff personnel who supported production included supplying materials and production planning. Results indicated that line personnel perceived MBO as a more effective system for improving individual performance and showed higher goal commitment and more active behavior related to goals than staff personnel. Although perception of MBO effectiveness was related to goal commitment, it had no mediating effect. Goal commitment mediated between job type and goal‐attainment behavior. Supervisors’ goal‐setting behavior had different positive effects on goal commitment and goal‐attainment behavior for those in line and staff positions. MBO was a better fit for line positions than staff positions. However, supervisor behavior increased goal‐attainment behavior in staff positions. The results indicated that it is important for supervisors in a business organization to operate a management system flexibly.     

Perceived Cognitive Diversity and Creativity: A Multilevel Study of Motivational Mechanisms and Boundary Conditions

Adopting a motivational perspective on creativity, we theorized when and how perceived cognitive diversity in teams was associated with creativity by focusing on the mediating role of intrinsic motivation and the moderating role of learning orientation. We further expanded our contribution by examining these relationships at both the individual and team levels. We used a sample of 382 Chinese employee–supervisor pairs nested within 106 teams to test our hypotheses. The results revealed that, at both the individual and team levels, learning goal orientation significantly moderated the positive association between perceived cognitive diversity and intrinsic motivation such that the latter relationship became stronger as learning goal orientation increased. Furthermore, our findings confirmed that learning goal orientation enhanced the indirect positive relationship between perceived cognitive diversity and creativity through intrinsic motivation.