How effortful decisions get enacted: the motivating role of decision processes,desires, and anticipated emotions

Building on recent research examining the influence of decision making on subsequent goal striving and decision enactment, we consider and elaborate on the mechanisms through which effortful decisions are made, maintained, and enacted. Our proposed framework builds on the Dholakia and Bagozzi ( 2002 ) model, distinguishes between two important types of intentions and desires, and shows that the motivation‐mustering function of the decision process is mediated by goal and implementation desires. In addition to decision processes, the roles of goal feasibility, anticipated emotions, attitudes, subjective norms, and perceived behavioral control are also elaborated on. Through a two‐wave field study tracking real decisions and their pursuit by participants, we find empirical support for our model of effortful decision making and enactment. Copyright © 2003 John Wiley & Sons, Ltd.     

How formulating implementation plans and remembering past actions facilitate the enactment of effortful decisions

Building on prior research studying effortful decision making and enactment processes (Bagozzi, Dholakia, & Basuroy, 2003; BDB), we identify and provide an in‐depth understanding of two specific self‐regulatory strategies: (1) formulating an implementation plan, and (2) remembering past actions, that decision makers can use in facilitating enactment of effortful decisions. The results of three experiments, in which the decision maker's goal and self‐regulatory strategy were manipulated, showed that for goals that decision makers chose volitionally, the motivational effects of both these strategies lay in increasing levels of proximal implementation‐related variables (implementation intentions, plan completeness, plan enactment, and goal realization) significantly. In contrast, for goals that were assigned to participants, these strategies' motivational effects additionally extended to significantly increasing distal goal‐related variables (goal desire, goal intentions, perceived self‐efficacy, and implementation desires). The theoretical implications of our findings are discussed, and future research opportunities are explored. Copyright © 2007 John Wiley & Sons, Ltd.     

On the meaning of formative measurement and how it differs from reflective measurement: comment on Howell, Breivik, and Wilcox (2007)

D. Howell, E. Breivik, and J. B. Wilcox (2007) have presented an important and interesting analysis of formative measurement and have recommended that researchers abandon such an approach in favor of reflective measurement. The author agrees with their recommendations but disagrees with some of the bases for their conclusions. He suggests that although latent variables refer to mental states or mental events that have objective reality, to gain knowledge of the existence of these states or events requires that emphasis be placed on the nature and interpretation of the relationship between latent and manifest variables. This relationship is not a causal one but rather a kind of correspondence rule that contains theoretical, empirical, operational, and logical meanings as part of its content and structure. Implications of the above views are discussed for formative and reflective measurement.     

Construct validity and generalizability of the Carver–White behavioural inhibition system/behavioural activation system scales

The factorial structure and invariance of the BIS/BAS scales of Carver and White were assessed across three samples from the USA, UK, and Italy. Previous validation studies of the BIS/BAS scales relied on individual samples drawn from English‐speaking populations only and failed to formally assess generalizability. The current study shows that the four‐factor structure proposed by Carver and White—i.e. one BIS and three BAS facets—achieved satisfactory psychometric properties in all three samples and that measurement invariance was obtained across countries. Latent mean differences due to gender and country were also investigated. Theoretical issues concerning the validity of the BIS/BAS scales are addressed. Copyright © 2001 John Wiley & Sons, Ltd.     

Hierarchical representation of motives in goal setting

The authors developed a framework for thinking about motives in goal setting. The reasons for choosing a particular goal are represented in a hierarchical network of motives. To uncover context-specific motives and their interconnections, the authors propose a procedure based on the elicitation of justifications for one's goal. The authors applied the procedure to the motivation of volunteering to join the Italian Army by officers (N = 151) and 3 groups of enlisted soldiers (Garibaldi Brigade, N = 141; Folgore Brigade, N = 144; and volunteers in training, N = 150). The resulting idiographic motives and linkages between motives were validated by regressing attitudes, intentions to reenlist, and commitment toward the army on motives and linkages between motives. A heuristic nomothetic summary of goals, arranged in an interconnected hierarchy, was derived.     

Future‐oriented emotions: conceptualization and behavioral effects

We distinguish between two kinds of future‐oriented emotions (anticipatory and anticipated) and investigate their behavioral effects. Anticipatory emotions are currently experienced due to the prospect of a future event (e.g., hope or fear). Anticipated emotions, on the other hand, are expected to be experienced in the future if certain events do or do not occur (e.g., anticipated joy or regret). We discuss the theoretical differences between the two types of future‐oriented emotions and examine their role in motivating goal‐directed behavior. The results of a longitudinal study (n = 472) and a separate control group analysis (n = 340) provide consistent support for the convergent and discriminant validity of positive/negative anticipatory and anticipated emotions and their independent influence on goal‐directed behavior. Copyright © 2007 John Wiley & Sons, Ltd.     

Comment on “Antecedents of Performance and Satisfaction in a Service Sales Force as Compared to an Industrial Sales Force”

Theory contends that social support can reduce the impact of stress in the workplace. Yet little research is available that investigates the role of social support in the sales area. Reliable and valid instruments are needed to measure this key construct. House and Wells (1978) developed an instrument of social support that addresses both sources and types of support. This study examines the reliability and validity of the instrument in the sales environment, and evaluates the psychometric properties of the instrument from the sources and types perspectives. Findings suggest that the instrument may be a sound measure of sources of social support, but is not appropriate for measuring types of support. Additional research is recommended.     

Goal-striving and the implementation of goal intentions in the regulation of body weight

Abstract

The enactment of relatively easy-to-implement and relatively difficult-to-implement goal intentions was investigated in a field study of body weight maintenance for 141 university students. Three appraisal processes were examined as mechanisms for implementing intentions: self-efficacy, outcome expectancy, and affect towards means. The results showed that goal-directed dieting behaviours for men and women and goal-directed exercising/sport activities for men were influenced by the appraisals in a linear compensatory manner, and goal-directed exercising/sport activities for women were influenced by the appraisals via a three-way interaction. Self-efficacy, in particular, was a strong, pervasive determinant of both dieting and exercising/sport activities for men and women.