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1,105
Relative Income, Happiness and Utility: An Explanation for the Easterlin Paradox and Other Puzzles
, 2007
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Self-determination theory and work motivation
- Journal of Organizational Behavior
, 2005
"... Summary Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work sett ..."
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Cited by 238 (4 self)
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Summary Cognitive evaluation theory, which explains the effects of extrinsic motivators on intrinsic motivation, received some initial attention in the organizational literature. However, the simple dichotomy between intrinsic and extrinsic motivation made the theory difficult to apply to work settings. Differentiating extrinsic motivation into types that differ in their degree of autonomy led to self-determination theory, which has received widespread attention in the education, health care, and sport domains. This article describes self-determination theory as a theory of work motivation and shows its relevance to theories of organizational behavior.
The meaning in life questionnaire: Assessing the presence of and search for meaning in life
- Journal of Counseling Psychology
, 2006
"... Counseling psychologists often work with clients to increase their well-being as well as to decrease their distress. One important aspect of well-being, highlighted particularly in humanistic theories of the counseling process, is perceived meaning in life. However, poor measurement has hampered res ..."
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Cited by 131 (12 self)
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Counseling psychologists often work with clients to increase their well-being as well as to decrease their distress. One important aspect of well-being, highlighted particularly in humanistic theories of the counseling process, is perceived meaning in life. However, poor measurement has hampered research on meaning in life. In 3 studies, evidence is provided for the internal consistency, temporal stability, factor structure, and validity of the Meaning in Life Questionnaire (MLQ), a new 10-item measure of the presence of, and the search for, meaning in life. A multitrait–multimethod matrix demonstrates the convergent and discriminant validity of the MLQ subscales across time and informants, in comparison with 2 other meaning scales. The MLQ offers several improvements over current meaning in life measures, including no item overlap with distress measures, a stable factor structure, better discriminant validity, a briefer format, and the ability to measure the search for meaning.
The relational self: An interpersonal social-cognitive theory
- Psychological Review
, 2002
"... The authors propose an interpersonal social–cognitive theory of the self and personality, the relational self, in which knowledge about the self is linked with knowledge about significant others, and each linkage embodies a self–other relationship. Mental representations of significant others are ac ..."
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Cited by 120 (13 self)
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The authors propose an interpersonal social–cognitive theory of the self and personality, the relational self, in which knowledge about the self is linked with knowledge about significant others, and each linkage embodies a self–other relationship. Mental representations of significant others are activated and used in interpersonal encounters in the social–cognitive phenomenon of transference (S. M. Andersen & N. S. Glassman, 1996), and this evokes the relational self. Variability in relational selves depends on interpersonal contextual cues, whereas stability derives from the chronic accessibility of significant-other representations. Relational selves function in if–then terms (W. Mischel & Y. Shoda, 1995), in which ifs are situations triggering transference, and thens are relational selves. An individual’s repertoire of relational selves is a source of interpersonal patterns involving affect, motivation, self-evaluation, and self-regulation.
The regulation of explicit and implicit race bias: The role of motivations to respond without prejudice
- Journal of Personality and Social Psychology
, 2002
"... Three studies examined the moderating role of motivations to respond without prejudice (e.g., internal and external) in expressions of explicit and implicit race bias. In all studies, participants reported their explicit attitudes toward Blacks. Implicit measures consisted of a sequential priming ta ..."
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Cited by 112 (13 self)
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Three studies examined the moderating role of motivations to respond without prejudice (e.g., internal and external) in expressions of explicit and implicit race bias. In all studies, participants reported their explicit attitudes toward Blacks. Implicit measures consisted of a sequential priming task (Study 1) and the Implicit Association Test (Studies 2 and 3). Study 3 used a cognitive busyness manipulation to preclude effects of controlled processing on implicit responses. In each study, explicit race bias was moderated by internal motivation to respond without prejudice, whereas implicit race bias was moderated by the interaction of internal and external motivation to respond without prejudice. Specifically, high internal, low external participants exhibited lower levels of implicit race bias than did all other participants. Implications for the development of effective self-regulation of race bias are discussed. Researchers have long been interested in why people respond with prejudice against those who are different (e.g., in their eth-nicity, gender, or sexual orientation). Even with changes to social norms, which now discourage expressions of prejudice, and changes in many people’s self-reported attitudes, prejudice is still a major factor in contemporary American society. One explanation for the persistence of prejudice, even among those who renounce prejudice, may simply be that responding without prejudice is sometimes difficult. To respond without prejudice toward out-group members, an individual must overcome years of exposure to biased and stereotypical information that is likely to influence responses toward out-group members (Devine, 1989). The control of prejudice, like the successful completion of any complex be-havior, may require the development of effective regulatory strat-
Toward a theory of spiritual leadership
- The Leadership Quarterly
, 2003
"... A causal theory of spiritual leadership is developed within an intrinsic motivation model that incorporates vision, hope/faith, and altruistic love, theories of workplace spirituality, and spiritual survival. The purpose of spiritual leadership is to create vision and value congruence across the str ..."
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Cited by 94 (3 self)
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A causal theory of spiritual leadership is developed within an intrinsic motivation model that incorporates vision, hope/faith, and altruistic love, theories of workplace spirituality, and spiritual survival. The purpose of spiritual leadership is to create vision and value congruence across the strategic, empowered team, and individual levels and, ultimately, to foster higher levels of organizational commitment and productivity. I first examine leadership as motivation to change and review motivation-based leadership theories. Second, I note the accelerating call for spirituality in the workplace, describe the universal human need for spiritual survival through calling and membership, and distinguish between religion and spirituality. Next, I introduce a generic definition of God as a higher power with a continuum upon which humanistic, theistic, and pantheistic definitions of God can be placed. I also review religious-and ethics-and-values-based leadership theories and conclude that, to motivate followers, leaders must get in touch with their core values and communicate them to followers through vision and personal actions to create a sense of spiritual survival through calling and membership. I then argue that spiritual leadership theory is not only inclusive of other major extant motivation-based theories of leadership, but that it is also more conceptually distinct, parsimonious, and less conceptually confounded. And, by incorporating calling and membership as two key follower needs for spiritual survival, spiritual leadership theory is inclusive of the religious- and ethics and values-based approaches to leadership. Finally, the process of organizational development and transformation through spiritual leadership is discussed. Suggestions for future research are offered.
Intrinsic versus extrinsic goal contents in self-determination theory: Another look at the quality of academic motivation
- Educational Psychologist
, 2006
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The pro-social classroom: Teacher social and emotional competence in relation to student and classroom outcomes
- Review of Educational Research. [Internet] March 2009 [cited 2014 November 23], Vol.79, No.1
"... The authors propose a model of the prosocial classroom that highlights the importance of teachers ’ social and emotional competence (SEC) and well-being in the development and maintenance of supportive teacher–student relationships, effective classroom management, and successful social and emotional ..."
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Cited by 70 (3 self)
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The authors propose a model of the prosocial classroom that highlights the importance of teachers ’ social and emotional competence (SEC) and well-being in the development and maintenance of supportive teacher–student relationships, effective classroom management, and successful social and emotional learning program implementation. This model proposes that these factors contribute to creating a classroom climate that is more conducive to learning and that promotes positive developmental outcomes among students. Furthermore, this article reviews current research suggesting a relationship between SEC and teacher burnout and reviews intervention efforts to support teachers ’ SEC through stress reduction and mindfulness programs. Finally, the authors propose a research agenda to address the potential efficacy of intervention strategies designed to promote teacher SEC and improved learn-ing outcomes for students.
The coach-athlete relationship: A motivational model
- Journal of Sports Sciences
, 2003
"... The aim of this paper is to present a motivational model of the coach–athlete relationship that describes how coaches may influence athletes ’ motivation. In line with cognitive evaluation theory (Deci and Ryan, 1980, 1985) and the hierarchical model of intrinsic and extrinsic motivation (Vallerand, ..."
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Cited by 70 (3 self)
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The aim of this paper is to present a motivational model of the coach–athlete relationship that describes how coaches may influence athletes ’ motivation. In line with cognitive evaluation theory (Deci and Ryan, 1980, 1985) and the hierarchical model of intrinsic and extrinsic motivation (Vallerand, 1997, 2000), a motivational sequence is proposed where coaches ’ personal orientation towards coaching, the context within which they operate, and their perceptions of their athletes ’ behaviour and motivation influence coaches ’ behaviours. Also, coaches ’ behaviours in the form of autonomy-supportive behaviours, provision of structure and involvement have a beneficial impact on athletes ’ needs for autonomy, competence and relatedness, which, in turn, nurture athletes ’ intrinsic motivation and self-determined types of extrinsic motivation. Here, we first review coaches’ autonomy-supportive behaviours. We then describe the psychological processes through which coaching behaviours have a positive influence on athletes ’ intrinsic and self-determined extrinsic motivation. Finally, we identify social and personality processes that determine coaching behaviours.
Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature
- Journal of Applied Psychology
, 2007
"... The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on avera ..."
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Cited by 65 (6 self)
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The authors developed and meta-analytically examined hypotheses designed to test and extend work design theory by integrating motivational, social, and work context characteristics. Results from a summary of 259 studies and 219,625 participants showed that 14 work characteristics explained, on average, 43 % of the variance in the 19 worker attitudes and behaviors examined. For example, motivational characteristics explained 25 % of the variance in subjective performance, 2 % in turnover perceptions, 34 % in job satisfaction, 24 % in organizational commitment, and 26 % in role perception outcomes. Beyond motivational characteristics, social characteristics explained incremental variances of 9 % of the variance in subjective performance, 24 % in turnover intentions, 17 % in job satisfaction, 40% in organizational commitment, and 18 % in role perception outcomes. Finally, beyond both motivational and social characteristics, work context characteristics explained incremental variances of 4 % in job satisfaction and 16 % in stress. The results of this study suggest numerous opportunities for the continued development of work design theory and practice.
