Non-cognitive antecedents of pay and pay expectations: gender-based differences in a masculine work setting

Research on gender differences in the effects of non-cognitive traits and behaviours on pay is rather scant and focuses largely on the big five personality traits. To address this gap, we consider the equivocal findings regarding the direct associations of intrinsic motivation, self-efficacy, and networking with pay, arguing for gender differences in the degree to which actual pay and pay expectations are influenced by these non-cognitive factors. Hypotheses are tested using a sample of 250 individuals working in traditionally masculine jobs at a single high-technology firm. Participants completed two surveys, and income data were retrieved from the firm’s archives. Intrinsic motivation was positively related to actual pay and pay expectations among men and was negatively related to both pay measures among women. Self-efficacy was positively related to actual pay among women and was unrelated to actual pay among men. Networking was positively related to actual pay among men and was negatively related to actual pay among women. Finally, self-efficacy and networking were unrelated to pay expectations among both men and women. We draw from notions of gender stereotypes, backlash, and tokenism to discuss gender-based differences in how organizations appraise and reward non-cognitive traits and behaviours.     

Procrastination and predictor variables among a group of dental students in Turkey

The aim of this study was to assess the prevalence of procrastination among a group of Turkish dental students and to determine the predictors and consequences of procrastination. A total number of 273 females and 179 males (aged between 18 and 28) were included in the study. Tuckman procrastination scale, Academic Life Satisfaction Scale, Concern over Mistake Scale, Poor Time Management Scale, Self-Doubt Scale, Irrational Beliefs about Studying Scale, Positive and Negative Affect Schedule and Life Satisfaction Scale were used to gather data. Results indicated that 50% of participants were more likely to procrastinate their academic assignments or tasks. Procrastination score did not differ according to gender. The findings suggested that procrastinating students had a higher level of poor time management, self-doubt and irrational beliefs about studying, and poor academic performance and well-being than their non-procrastinating counterparts. Preventive strategies are necessary to overcome procrastination which affects the academic achievement, satisfaction, and well-being of dental students.     

Implicit attitudes and the improvement of exercise capacity during pulmonary rehabilitation

The aim of this study was to examine the role of explicit and implicit attitudes in the improvement of exercise capacity during a 5-week pulmonary rehabilitation (PR). A total of 105 patients performed walking tests at baseline and at the end of PR. Change between performances was computed at the end of PR, and Minimal-Clinically-Important-Difference (MCID) were used to categorize patients as responders (i.e. change above MCID, N = 54) or non-responders (i.e. change below MCID, N = 51). At baseline, implicit attitudes were measured through a physical activity versus sedentary behavior Implicit Association Test; explicit attitudes toward physical activity and sedentary behavior were measured by questionnaires. Only implicit attitudes significantly differed between the two groups (p = .015), responders displaying implicit attitudes significantly more in favor of physical activity (M = .91, SD = .54) than non-responders (M = .60, SD = .71) at baseline. Measuring implicit attitudes in PR could help to accurately estimate patients’ motivation, and design more individualized rehabilitation programs.     

The Baltimore Mural Project: An approach to threshold concepts in religious studies

The Baltimore Mural Project (BMP) seeks to connect religious studies education to the growing literature on threshold concepts in order to address bottleneck areas in student learning. The project is designed for undergraduate service courses comprised of mostly non‐majors: for example, world religions. Students in these courses often struggle to understand and apply the discipline's unique approaches to the study of religion (i.e. its threshold concepts). Rather than merely memorize certain facts about a religious tradition's myths [or world forming stories], rituals [or embodied disclosures], materials, and so on... students are asked to apply threshold concepts related to religion, art, and the social good to the study of murals in Baltimore. Through a series of project elements (including: field work, photography, digital geomapping, and quantitative, qualitative, and archival research) the BMP helps students who struggle with threshold concepts in religious studies by creatively connecting the more conventional aspects of world religions courses to social justice issues related to mural art in Baltimore. By experientially helping students to make these connections, they are able to find creative routes through otherwise hindering barriers to their learning in religious studies.     

Action,interaction and inaction: post-Kantian accounts of thinking,willing, and doing in Fichte and Schopenhauer

This article features the contributions of Fichte and Schopenhauer to a philosophical account of action against the background of Kant's earlier and influential treatment of the topic. The article first presents Kant's pertinent contributions in the areas of general epistemology and metaphysics (“transcendental philosophy”), general practical philosophy (“moral philosophy”), the philosophy of law (“doctrine of right”) and ethic (“doctrine of virtues”). Then the focus is on Fichte's further original work on the issue of action in those same areas. Finally, the article turns to Schopenhauer's radical revision of the Kantian and Fichtean affirmative accounts of acting and willing through the correlated introduction of the irrational will, the self-negated will and ethical inaction.     

Predicting staff retention from employee motivation and job satisfaction

This study investigated the role of employee motivation and job satisfaction as predictors of staff retention in a foreign exchange bank. Participants were 341 employees of a South African foreign exchange bank division (female?=?62.8%; black?=?31.1%; managers?=?37%, mean years of experience?=?10 years). The employees completed the following self-report measures: Work Preference Inventory, Job Satisfaction Survey, and Employee Retention Questionnaire. Structural equation modelling was applied in the analysis to test the prediction effect of employee motivation and job satisfaction on staff retention. The findings of the model fit revealed that the model (employee motivation and employee job satisfaction) explained an estimated 46% of the variance in the employee retention construct. The job satisfaction construct in the model explained an estimated 66% of the variance in the employee retention construct; while the employee motivation construct explained only 8% of the variance. Organisational talent management should seek to identify employee motivation and job satisfaction interventions that might help to retain talented staff.     

Empowering students through peer assessment: interrogating complexities and challenges

This paper describes a self-study of the author’s implementation of peer assessment (PA) in an undergraduate education course. The goal was to improve alignment of assessment practice and theory of practice, by introducing PA to empower students and draw on their funds of knowledge. The PA design is described, and student perception data are analysed alongside lecturer reflections. The focus is on elaboration of personal learning points for the author. Findings suggest the success of PA related to students’ ideas about its value, highlighting the importance of motivation to engage as peer assessors. Other findings revealed the author’s blindspots, because there were ways that her values and beliefs constrained goal attainment, and illuminated next steps.     

Reply to Kurth,Crosby, and Basse’s review of Emotions,Values, and Agency

In this reply, I argue that the worries raised by Kurth and this coauthors are not fatal for the perceptual theory of emotions. A first point to keep in mind in discussing the analogy argument in favor of that account is that what counts is the overall balance of similarities and differences, given their respective weight. In any case, I argue that none of the alleged differences between sensory perceptual experiences and emotions are such as to rule out that emotions are a kind of perceptual experience which can confer epistemic justification of our evaluative beliefs. Finally, I suggest that the perceptual theory is in a position to nicely capture what happens when we disagree about evaluative issues.     

Yu in the Xunzi: toward a precise understanding

An ongoing dialogue in Xunzi scholarship addresses the role of yu (欲), often rendered as ‘desire,’ in motivation, but little has been said about what yu actually is, or whether the translation of ‘desire’ accurately reflects Xunzi’s use of the term. Employing textual analysis alongside research in cognitive science, most notably work on the so-called ‘wanting-liking’ distinction, I work toward a more precise understanding of Xunzi’s notion of yu and its functions. I suggest that yu be construed as a kind of desire with an emphasis on ‘wanting’ that, while motivational, differs from broader, less precise notions of desire, and that this feature constitutes a distinctive aspect of Xunzi’s philosophy of psychology. In so doing, I propose a particular methodological approach for the interpretation of classical Chinese philosophy: when interpreting concepts that are subjects of empirical inquiry, empirical findings should lead us to favor some interpretations over others.     

Proactive Goal Generation and Innovative Work Behavior: The Moderating Role of Affective Commitment,Production Ownership and Leader Support for Innovation

Building on goal‐regulation theory, we develop and test the hypothesis that proactive goal generation fosters individual innovative work behavior. Consistent with a resource‐based perspective, we further examine two‐three‐way interactions to assess whether the link between proactive goal generation and innovative behavior is jointly moderated by organizational affective commitment and production ownership, or, alternatively, leader support for innovation. In a sample of 442 municipal employees from the administrative division of an Italian city hall, proactive goal generation was positively associated with innovative work behavior. Additionally, as expected, this relationship was stronger when employees were highly affectively committed to their organization and when they exhibited a high level of production ownership or received extensive support for innovation from their supervisors. Theoretical and managerial implications are discussed.