69 research outputs found
sj-docx-1-spp-10.1177_19485506231168522 – Supplemental material for The Impact of Regulatory Fit on Experienced Autonomy
No full textSupplemental material, sj-docx-1-spp-10.1177_19485506231168522 for The Impact of Regulatory Fit on Experienced Autonomy by Melvyn R. W. Hamstra, L. Maxim Laurijssen and Bert Schreurs in Social Psychological and Personality Science</p
Self-regulation in a social environment
No full textMelvyn Hamstra onderzocht de verschillen in strategie van mensen om bepaalde doelen na te streven. De strategieën en de keuzes hiervoor (voorkeursstrategie) zijn afhankelijk van vele factoren, zoals ervaringen in het verleden en verschillen in sociale omgeving. Een belangrijk menselijk kenmerk is de motivatie om doelen op een bepaalde manier na te streven. Dat wil zeggen, mensen hebben gemotiveerde voorkeuren voor strategieën om doelen mee na te streven (Higgins, 1997). Welke strategie de voorkeur heeft hangt af van de zelfregulatie oriëntatie die mensen hebben (willen ze vooral winst behalen of juist verlies vermijden). Deze oriëntatie en voorkeursstrategie zijn cruciaal in het bepalen van hoe mensen een situatie, taak, of object ervaren en waarderen. Wanneer mensen een doel nastreven met behulp van hun voorkeursstrategie, of anticiperen op een dergelijke activiteit, ervaren ze regulatorische fit – de strategie is congruent met het doel (Higgins, 2000). Wanneer sprake is van regulatorische fit hebben mensen het gevoel dat wat ze doen juist is. Dit veroorzaakt een algeheel gevoel van motivationele kracht en betrokkenheid, wat bijdraagt aan verhoogde intensiteit van gevoelens en motivaties met betrekking tot andere dingen (bijvoorbeeld objecten, producten en taken) in de omgeving (Cesario, Grant, & Higgins, 2004). Dat wil zeggen, initiële oordelen of motivaties worden versterkt door de ervaring van fit. Hoewel er binnen de psychologie veel aandacht is geweest voor regulatorische fit als intern proces, is er weinig bekend over de aard en consequenties van dit proces wanneer het in een sociale context plaatsvindt. Het proefschrift richt zich op (a) de vraag of een volledig intra-individuele ervaring van fit consequenties heeft voor hoe mensen reageren op anderen en (b) de vraag of fit ervaringen ook teweeg kunnen worden gebracht door kenmerken van de sociale omgeving
Self-regulation in a social environment
No full textMelvyn Hamstra onderzocht de verschillen in strategie van mensen om bepaalde doelen na te streven. De strategieën en de keuzes hiervoor (voorkeursstrategie) zijn afhankelijk van vele factoren, zoals ervaringen in het verleden en verschillen in sociale omgeving. Een belangrijk menselijk kenmerk is de motivatie om doelen op een bepaalde manier na te streven. Dat wil zeggen, mensen hebben gemotiveerde voorkeuren voor strategieën om doelen mee na te streven (Higgins, 1997). Welke strategie de voorkeur heeft hangt af van de zelfregulatie oriëntatie die mensen hebben (willen ze vooral winst behalen of juist verlies vermijden). Deze oriëntatie en voorkeursstrategie zijn cruciaal in het bepalen van hoe mensen een situatie, taak, of object ervaren en waarderen. Wanneer mensen een doel nastreven met behulp van hun voorkeursstrategie, of anticiperen op een dergelijke activiteit, ervaren ze regulatorische fit – de strategie is congruent met het doel (Higgins, 2000). Wanneer sprake is van regulatorische fit hebben mensen het gevoel dat wat ze doen juist is. Dit veroorzaakt een algeheel gevoel van motivationele kracht en betrokkenheid, wat bijdraagt aan verhoogde intensiteit van gevoelens en motivaties met betrekking tot andere dingen (bijvoorbeeld objecten, producten en taken) in de omgeving (Cesario, Grant, & Higgins, 2004). Dat wil zeggen, initiële oordelen of motivaties worden versterkt door de ervaring van fit. Hoewel er binnen de psychologie veel aandacht is geweest voor regulatorische fit als intern proces, is er weinig bekend over de aard en consequenties van dit proces wanneer het in een sociale context plaatsvindt. Het proefschrift richt zich op (a) de vraag of een volledig intra-individuele ervaring van fit consequenties heeft voor hoe mensen reageren op anderen en (b) de vraag of fit ervaringen ook teweeg kunnen worden gebracht door kenmerken van de sociale omgeving
Does worrying about money motivate counterproductive work behavior? A time-lagged study
No full textInternational audienceThis research sought to examine the potential association between workers’ financial worry and counterproductive work behavior. Based on the basic psychological need theory, we propose that psychological need satisfaction explains this relationship and we position this volitional pathway as an alternative to a cognitive capacity pathway based on the cognitive load theory. Design/methodology/approach We conducted a two-week interval-lagged survey study with three measurement points among 180 US workers. The mediation models were tested using structural equation modeling. Findings The results support the conclusion that, while cognitive capacity could have an impact on counterproductive work behavior, its mediating effect is less strong than that of need satisfaction. Practical implications Based on the results, we recommend that organizations design their compensation and benefits system to shield employees from financial worries. At the same time, we advise offering the employees who do experience financial worries assistance in managing their budgets and offering other forms of financial coaching. Originality/value This study is innovative because we show that the negative effects of financial worry extend much further than initially thought and affect not only employees' cognition but also their motivation
Achievement goal adoption: the interplay between strategic task framing and regulatory focus
No full textIn the present study, I investigate whether employees' achievement goal adoption (mastery goal on skill development versus performance goal on outperforming others) can be predicted based on the regulatory fit or misfit between the means required by strategic task framing (eagerness versus vigilance) and individuals' regulatory focus (promotion focus on gains versus prevention focus on non-losses). Specifically, I argue that mastery goals will be more strongly pursued for tasks framed in a fitting, relative to misfitting way, mainly as a result of the autonomous feeling one experiences when executing a task with a preferred strategy. In contrast, performance goals are expected to be pursued in case of tasks that are framed in a misfitting, relative to fitting way, mainly due to the externally controlled feeling one perceives when executing a task with an assigned strategy that would not be one's preferred strategy. These expectations are tested in an experiment in which I measured individuals' (N = 186) regulatory focus, after which they engaged in an eager-framed or vigilant-framed task, in relation to which their achievement goals were assessed (prior to the task). Results indicated the existence of a fitting effect, since prevention focus is positively related to mastery goals when tasks required vigilance, but negatively when tasks required eagerness. In addition, prevention focus was found to be positively related to performance goals when tasks required eagerness, and negatively when tasks required vigilance. However, no significant findings occurred for promotion focus. These findings provide initial support for the notion that managers can predict and influence employees' achievement goal adoption
Academy of Management Proceedings
No full textEmployee voice is vital for organizational effectiveness, yet managers oftentimes disregard employees’ suggestions for constructive change. In this paper, we draw on construal level theory (CLT) to develop a model of when and why managers are more or less likely to endorse voice. According to CLT, being psychologically far removed from (vs. near to) an event or object makes people construe the event or object in a more abstract (vs. concrete) way, which, in turn, leads people to evaluate abstract (vs. concrete) information more positively. Accordingly, voice endorsement may be stronger in conditions where voice message and psychological distance to the sender converge (abstract/far and concrete/close) rather than diverge (abstract/close and concrete/far). We tested the construal fit hypothesis in three experiments using different operationalizations of psychological distance and voice abstractedness vs. concreteness. In Studies 1 and 2 we found that voice endorsement was stronger in construal-congruent conditions than in construal-incongruent conditions. In Study 3, we replicated this finding and demonstrated that ease of processing underlies the construal fit effect. Our theorizing and empirical results attest to the value and relevance of taking a construal-level perspective to further our understanding of voice endorsement
How much information to consider when choosing action to change? The impact of managers’ promotion versus prevention focus
No full textInternational audienceThis research sought to understand better how readily managers choose action to change the status quo. Specifically, in experimentally manipulated ambiguous situations, I examined the effect of managers’ promotion and prevention focus on how much information they wish to review to help them choose. Design/methodology/approach I developed a novel experimental paradigm and applied it in a sample of 157 managers. Managers faced choosing action (change the status quo) versus non-action (keep the status quo), and I test under which circumstances they want to review more information that they believe will help them choose effectively. Findings The experiment showed evidence that (1) managers with a prevention focus want to review more information when they are trying to assure that they do not choose action erroneously; (2) managers with a promotion focus want to review more information when they are trying to assure that they do not choose non-action erroneously. Originality/value This research provides an original perspective on a managerial decision-making phenomenon. It goes beyond managers’ choice preferences to examine a practically relevant outcome of the process of deliberating about taking action to change the status quo
'Big' men: Male leaders' height positively relates to followers' perception of charisma
No full textPhysical height is associated with beneficial outcomes for the tall individual (e.g., higher salary and likelihood of occupying a leadership position), presumably because being tall constituted an adaptive characteristic in ancestral societies. Although this account hinges on the presence of an evolved positive social-perceptual bias toward tall people, little direct evidence exists for this claim. Physical height literally implies the ability to reach higher, see further, and have greater overview; it also affords dominance, which others may equate with ability as well. Hence, leaders’ physical height may be positively related to followers’ belief that a leader has extraordinary talents, that is, charisma. However, because leadership positions were, in ancestral societies, occupied by males, an evolutionary perspective might further suggest that height is less relevant to followers’ perceptions of female leaders. In line with this reasoning, the current study found a positive relationship between male leaders’ height and their followers’ perceptions of charisma, while no such relationship was found for female leaders
Does encouraging mastery goals benefit performance in a scoring exercise? It may depend on chronic self-adopted achievement goals
No full textInternational audienceIntroduction Mastery goals (aims to learn or attain skill) have traditionally been portrayed in achievement‐motivation literature as the optimal goal for ensuring objective performance and well‐being outcomes (relative to performance goals – aims to outperform others). This portrayal often yielded the recommendation that those in applied settings, such as coaches, managers, and teachers, should encourage those whom they lead to pursue mastery goals. We put this assertion to a test by examining whether the effect of situationally induced goals depends on the goals that individuals personally self‐adopt. Methods We hypothesized that inducing mastery goals would be beneficial for individuals who self‐adopt performance goals (Hypothesis 1), while inducing performance goals would be beneficial for individuals who self‐adopt mastery goals (Hypothesis 2). We conducted an experiment among amateur field hockey players to test these hypotheses in a scoring exercise. Results We found that encouraging a mastery goal (compared with a performance goal) led to higher scoring accuracy among players high in self‐adopted performance goals (supporting Hypothesis 1) but also unexpectedly for individuals low in self‐adopted mastery goals. We did not find support for Hypothesis 2. Conclusion The findings indicate that situationally inducing a mastery goal may be beneficial for individuals who do not already self‐adopt mastery goals strongly
Authentic leadership and follower performance outcomes. Mediating role of followers’ learning goal orientation.
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