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We examined whether people perceive prosocial actors' prosocial motivations differently when prosocial actors gain monetary gifts and goods gifts. Across five studies, 1351 participants read different prosocial scenarios that depicted prosocial actors who gained either monetary or goods gifts. Then, they evaluated the prosocial motivations of the prosocial actors. Studies 1–5 consistently found that people perceived prosocial motivations to be less authentic when prosocial actors chose to receive monetary gifts compared with goods gifts. In addition, moral disgust and moral character evaluation mediated this effect (Studies 3–4). Moreover, the negative effect of monetary gifts on people's perception of prosocial motivation further undermined their helping intention to prosocial actors (Study 5). Our research expanded the understanding of people's perception of material gifts in prosocial behavior by proposing the model of monetary benefits aggravated tainted altruism. Besides, our findings provide insights into public policy and charity rules. [ABSTRACT FROM AUTHOR]

A study was conducted to examine the perceived changes in the impressions of others or self on 133 trait dimensions. Attributions to others were reportedly more negative over time whereas attributions to self were more positive over time. Perceived changes in others' traits appear to be guided by basic behavioral inference processes. Trait beliefs about others tend to be revised when the traits are common and disconfirming behavior is infrequent and more diagnostic. Positive trait impressions of others change more frequently because they are more prevalent and because negative behaviors (that disconfirm positive attributions) are less frequent and more diagnostic than positive behaviors. In contrast, revisions of trait impressions of the self appear to be driven heavily by self-evaluation motivations such as the desire to see self-improvement. The favorableness of changes in trait self-concepts were positively correlated with self-esteem. The consequences of the observed patterns of attributional change for interpersonal relations are discussed. [ABSTRACT FROM AUTHOR]

People with autonomous motives (e.g., personal importance) may use automated strategies to effortlessly sustain goal-directed behavior and overcome obstacles. We investigated whether conscious effort, ease of goal striving, physiological effort, and the number of obstacles encountered mediate relations between motives and goal attainment for a competitive cycling goal. Additionally, half the participants (n = 57) were trained in Mental Contrasting with Implementation Intentions (MCII) – a technique that facilitates development of goal-directed behavior – with remaining participants (n = 54) treated as controls. Conscious investment of effort mediated relations between autonomous motives and goal attainment. Subjective ease of goal striving and physiological effort did not. This result indicates that successful goal striving is not perceived as effortless for autonomously motivated individuals working on competitive goals. Conversely, MCII predicted a reduction in obstacles, which in turn was associated with easier goal striving but not goal attainment. Although MCII did not support goal attainment in the current study, its ability to minimize the influence of obstacles may still be useful for other types of goals or for sustaining long-term goal pursuit. [ABSTRACT FROM AUTHOR]

Health impairments are problems in the body and mental functioning, which can be a result of a disease or side effects of treatment. Fear of health impairments plays an important role in decision-making and behavior. People might fear health impairments because of their beliefs about their dangerousness, but also because these impairments threaten important values. However, while the role of cognitive appraisal in the fear of health impairments is investigated, the role of motivation is less clear. To fill this gap, this study analyzed the role of values as motivational constructs in the fear of cognitive, motor, and sensory impairments, as well as impairments of reproductive functions and disfiguring impairments. Participants evaluated these health impairments as frightening or not. They also evaluated how these health impairments may threaten values and reported their value priorities. Health impairments are believed to threaten personally focused values (openness to change and self-enhancement) more than socially focused values (conservation and self-transcendence). Threats to personally focused values are related to higher fear of health impairments. [ABSTRACT FROM AUTHOR]

Although apologies are effective at promoting reconciliation, perpetrators often choose not to apologize because doing so can be threatening to the self. We hypothesized that dispositional self-protection would be negatively associated with willingness to apologize, but only when the transgression pertained to the self rather than another person. Only in that case would self-positivity be threatened, thereby activating the self-protection motive. In addition, we hypothesized that the negative association between self-protection and willingness to apologize for self-referent offenses would be serially mediated by responsibility-taking and guilt. This would be so because perpetrators can self-protect by lowering their felt responsibility and, in turn, reduce guilt for the transgression. The results were consistent with the hypotheses. We discuss implications of this motivational account for unwillingness to apologize. [ABSTRACT FROM AUTHOR]

With a person-centered approach, the constellations of internal motivation and external motivation to respond without prejudice within individuals are examined, and how these relate to directly and indirectly reported levels of prejudice. Using latent profile analysis, we identified four subgroups of motivated individuals among large national samples of majority members in Germany (N = 1745) and in the Netherlands (N = 1645). With one exception, these subgroups differed in the proportion of prejudiced individuals as well as the average level of self-reported prejudice. Our findings make a contribution to the literature by highlighting the importance of considering how internal and external motivations are organized within individuals for understanding their prejudicial responses. [ABSTRACT FROM AUTHOR]

The present work examines how judgments of others' commitment to a goal are influenced by three factors that influence one's own goal commitment (satisfaction, investment, and alternatives). In two studies these three factors were manipulated. The results indicated that people rate another's goal commitment higher when goal satisfaction is high, goal investment is high and goal alternatives are low. It was also found that satisfaction and investments alter perceptions of the other's abilities, and that this relationship is partially mediated by perceived goal commitment. The present studies offer novel findings that highlight the information we use to judge the goal commitment of others and the consequences that are incurred when these judgments are formed. [ABSTRACT FROM AUTHOR]

Many studies have tried to understand what makes people adopt deontological or utilitarian inclinations when forming moral judgments or making moral choices. The present research examined the impact of motivational factors: contingencies of people's self-worth on the strength of deontological and utilitarian inclinations. Study 1 found positive correlations between two contingencies of self-worth: basing one's self-worth on being a virtuous, moral person (Virtue) and outperforming others (Competition), and the strength of deontological inclinations and utilitarian inclinations respectively. Studies 2 and 3 found that increasing saliency of Virtue as a source of one's self-worth selectively increased the strength of deontological inclinations, leaving utilitarian inclinations unchanged, while the opposite was true for increasing saliency of Competition as a source of self-worth and the strength of utilitarian inclinations: such priming increased utilitarian inclinations while deontological inclinations remained unchanged. [ABSTRACT FROM AUTHOR]

Individuals who have a strong locomotion orientation tend to be future-oriented and motivated to move from the present state toward a future state, making swift and steady progress toward their goals. The current study has assessed the conceptual possibility that such motivation leads locomotors to experience greater hopeful thinking, an active cognitive process that consists in planning the future and implementing these plans. The results of Study 1 lend preliminary support to this possibility. The practical implication was linked to the importance of hope in the subjective well-being experienced in everyday life. For this reason, Study 2 tested a model in which hopeful thinking mediated the subjective well-being experienced by locomotors. The results supported the hypothesis: locomotion orientation was associated with enhanced hope capabilities that, in turn, were associated with higher subjective well-being, with significant positive implications for individuals. [ABSTRACT FROM AUTHOR]

Little research has examined factors that might weaken or strengthen commitment effects on relationship outcomes. The current research integrates attitude strength and investment model perspectives to identify uncertainty as a new moderator of commitment's predictive ability. Consistent with an attitude strength perspective, having doubt associated with commitment undermines commitment's predictive power. However, uncertainty can motivate uncertainty reduction achieved by acting in line with commitment. Therefore, uncertainty amplifies commitment effects on relationship maintenance, but only when behaviors are perceived to have implications for uncertainty. Across studies, certainty was found to moderate the link between commitment and relationship outcomes. Whether uncertainty weakened or strengthened commitment's predictive power depends on an individual's focus (implication-focused or not) when making relationship judgments. [ABSTRACT FROM AUTHOR]

Drawing from a self-regulation perspective, we examine how intrinsic work motivation changes the relation between workplace ostracism and employee job performance via self-leadership. We test a moderated mediated model with data collected from 101 employees at two points in time. Results provide support for the hypothesis that ostracized employees who are more intrinsically motivated use self-leadership strategies to a greater degree to improve their job performance than their counterparts who are not intrinsically motivated. The findings contribute to research regarding boundary conditions of ostracism theory and have important practical implications. [ABSTRACT FROM AUTHOR]

Self-regulation constrains the expression of prejudice, but when self-regulation falters, the immediate environment can act as an external source of prejudice regulation. This hypothesis derives from work demonstrating that external controls and internal self-regulation can prompt goal pursuit in the absence of self-imposed controls. Across four studies, we found support for this complementary model of prejudice regulation. In Study 1, self-regulatory fatigue resulted in less motivation to be non-prejudiced, compared to a non-fatigued control. In Study 2, strong (vs. weak) perceived social pressure was related to greater motivation to be non-prejudiced. In Study 3, dispositional self-regulation predicted non-prejudice motivation when perceived social pressure was weak or moderate, but not when it was strong. Finally, in Study 4 self-regulatory fatigue increased prejudice when social pressure was weak but not when it was strong. [ABSTRACT FROM AUTHOR]

In his reply to our critique of research on self-humanizing, Haslam claims that we used a narrow definition of self-humanizing that ignored the evidence from the correlational research he and his colleagues have done. We disagree. First, we relied upon a definition of self-humanizing based upon comparative judgments that Haslam and colleagues have consistently used. Second, we were well aware of the correlational research he and his colleagues have done. We simply did not think, and do not think, these correlations verified the existence of self-humanizing as defined. In his reply, Haslam offered a new definition of self-humanizing that defines self-humanizing in terms of correlations between comparative judgments and ratings of how much traits reflect human nature. Although we believe this change represents some progress, numerous issues in the study of self-humanizing remain to be resolved. We offer some suggestions for future research on this important topic. [ABSTRACT FROM PUBLISHER]

Cypryańska and colleagues offer a critique of existing work on the self-humanizing effect and present some empirical findings motivated by their critique. In this commentary, I question their overly restrictive understanding of self-humanizing and argue that the phenomenon does not stand or fall on a definition based on a strict analogy to the better-than-average effect. I argue that defining self-humanizing exclusively in these terms is inappropriate: It fails to recognize the relationship between self-humanizing and self-enhancement, as well as the primary role of trait valence in comparative self-ratings. Finally, I observe that Cypryańska et al.’s empirical findings are highly consistent with past work rather than offering the deep challenge that the authors suppose. [ABSTRACT FROM PUBLISHER]

A personal history of being the target of biased negative evaluation may lead individuals to habitually divert attention from negative feedback when it is possible to do so. Two studies tested for the first time the hypothesis that people belonging to a stigmatized group (Black students on a predominantly White campus) will, relative to non-stigmatized people, be more likely to engage inmnemic neglect—that is, they will reveal a greater tendency to insulate themselves from the effects of negative self-relevant feedback by means of motivated forgetting. The results of Study 1 supported that hypothesis. In Study 2, priming the concept of egalitarianism reduced the tendency of Black participants to engage in higher levels of mnemic neglect, consistent with the idea that the higher observed levels of mnemic neglect among stigmatized individuals derives from expecting biased, discriminatory responses from other people. [ABSTRACT FROM PUBLISHER]

Volunteerism and community involvement have been demonstrated to offer benefits both to communities and to volunteers themselves. However, not every method to encourage these behaviors is equally effective in producing committed volunteers. Drawing on relevant theoretical and empirical literatures, we identify features of efforts that are likely to produce intrinsically motivated other-oriented volunteers and those that may produce extrinsically motivated self-oriented volunteers. In particular, we explore ways to socialize young people to help and ways to build a sense of community focused on particular issues. We also examine requirements for community service and other approaches that highlight self-oriented benefits that volunteers may obtain. Finally, we return to a focus on the importance of intrinsic motivation for promoting sustained involvement in volunteers, even as we acknowledge that volunteers who come with extrinsic or self-oriented reasons can still offer much to communities and can be satisfied when their activities match their motivations. [ABSTRACT FROM AUTHOR]

Because volunteerism is a planned activity that unfolds over time, people who more frequently focus on the future might also be more likely to initiate volunteerism and sustain it over time. Using longitudinal (Study 1) and experimental (Study 2) paradigms, we investigated whether time perspective, and in particular a person’s orientation toward the future, is related to volunteers’ beliefs and behavior. In Study 1, a person’s dispositional level of future time perspective was closely linked to volunteer beliefs and behavior. In Study 2, people who wrote about the future reported higher intentions to volunteer, and this was particularly true for infrequent volunteers and those with lower levels of dispositional future time perspective. Across two studies, we found evidence that future time perspective, whether a chronic disposition or a pattern of thought elicited by someone else, is linked to volunteer beliefs and behavior. [ABSTRACT FROM AUTHOR]

One developmental task in emerging adulthood is finding meaning and purpose in life. Volunteering has been touted as one role that fosters purpose in life. We examined whether the association between frequency of volunteering and purpose in life varies with pleasure-based prosocial motivation and pressure-based prosocial motivation in a sample of 576 undergraduates, ages 18–22 years old. In a regression analysis predicting purpose in life, the frequency of volunteering by pleasure-based prosocial motivation by pressure-based prosocial motivation interaction effect was significant (p = .042). Simple slopes analyses revealed that frequency of volunteering was not significantly (p = .478) related to purpose in life among college students who were low in both pleasure-based and pressure-based prosocial motivation. The findings of the present study highlight the importance of prosocial motivation for understanding whether emerging adults’ purpose in life will be enhanced by volunteering. [ABSTRACT FROM AUTHOR]

This naturalistic study examined differences in students’ motivations for elective versus required service-learning (SL) classes. Students in two successive academic years’ cohorts were surveyed by the SL center at a large Midwestern university. Analyses compared classes differing in requirements for community-based service. Students required to participate in community service as part of a class within a program required for admission to a university were less likely to: want to be involved in future community work; enroll in another SL class; and recommend their class, compared to other groups of students, including others from classes in which SL was required as part of the program in which students were enrolled. These findings suggest that students’ motivations to participate in community-engaged activities are not shaped simply by whether or not community engagement is required in SL classes, but also by other factors including how the engagement opportunity is contextualized. [ABSTRACT FROM AUTHOR]

Volunteers’ motives have been differentially linked to various aspects of successful volunteering. Using self-determination theory, we propose that volunteer functions are systematically related to the experience of self-determined versus controlled motivation. This “quality of motivation,” in turn, explains why motives are differentially associated with satisfaction. We conducted two studies: Study 1 (N1 = 824) addressed motives, quality of motivation, and satisfaction; Study 2 (N2 = 323) additionally examined function-specific benefits and the extent to which they match volunteers’ motives. Overall, our hypotheses were supported: values, understanding, and social justice motives were positively associated with relatively self-determined motivation (RSM), whereas career, social, protective, and enhancement motives showed negative correlations. The relationships between motives and satisfaction were partially mediated by RSM. Concerning benefits, Study 2 corroborated these findings for values, protective, enhancement, and social justice. This research introduces a new perspective on the quality of volunteers’ motives—with theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Ostracism, a complex social phenomenon, involves both targets (ostracized individuals) and sources (ostracizers). The current experiment redressed a gap in the ostracism literature by devising a novel, three-phase paradigm to investigate motivated ostracizing. In the current study, 83 females were assigned to one of four conditions during a Cyberball game: motivated sources chose to ostracize an obnoxious fellow player, induced sources ostracized a fellow player at the behest of the experimenter, targets were ostracized, and included participants received the ball proportionately. Analysis of participants’ primary needs, emotions, ratings of their co-players, and behavior toward their co-players indicated that being the target of ostracism was a robustly aversive experience. Both motivated and induced sources reported fortified control. Moreover, a motive for ostracizing influenced source experience: induced sources experienced greater levels of negative moral emotion and behaved more prosocially toward their target than motivated sources. The flexibility and demonstrated impact of this novel paradigm adds to the toolkit available to researchers interested in expanding insight into the psychological processes underlying, and the motivational and behavioral outcomes of being, a source of ostracism. [ABSTRACT FROM AUTHOR]

This experiment examined participants’ compensatory behavior toward an excluded stranger. Participants engaged in a four-person social introductions task and rank-ordered each other member of the group; the lowest ranked person was excluded from a subsequent game. Using a 2 × 2 design, participants were randomly assigned to a justification condition (insufficient vs. sufficient) and to an exclusion responsibility condition (responsible for exclusion vs. exclusion by random selection). Results revealed that after limited introductions (i.e., insufficient justification for one’s ranking decision), being responsible for the exclusion prompted compensatory behavior toward the excluded stranger. However, after extended introductions (i.e., sufficient justification of one’s ranking decision), participants did not compensate the excluded person. These results suggest that insufficient justification for exclusion may lead to compensatory behavior, when one is responsible for the exclusion. [ABSTRACT FROM AUTHOR]

To date, researchers studying ostracism (being excluded and ignored) focused on examining the consequences of ostracism. However, researchers have not yet systematically investigated why individuals ostracize others. One impediment to this research is lacking multiple means to successfully induce individuals to be sources, those who ostracize others. Using Cyberball, researchers found participants ostracized a player delaying the game. To aid in systematic research on sources, we developed the game Atimia. In Atimia, players took turns solving remote associate word items and we varied the performance of a computer-controlled player to perform equal to or significantly worse than the group. Without prompting, participants ostracized a poor- versus equal-performing player more and found the poor-performing player burdensome, less likable, and less desirable to work with on a future task. Study outcomes suggest Atimia is a viable paradigm for investigating sources of ostracism. [ABSTRACT FROM AUTHOR]

Theories of self-regulation emphasize the special role that the symbolic self may play in approach and avoidance movements, but experimental evidence is lacking. In two experiments (totalN= 157), participants moved either a self-relevant (e.g., “me”) or non-self (e.g., “not me”) agent to one of two locations, one occupied by a positive word and the other occupied by a negative word. In both experiments, the movement agent interacted with the destination valence such that it was only the symbolic self that moved more quickly to positive rather than negative locations. These results established a role for the symbolic self in approach/avoidance that had been questioned, thereby supporting both classic and contemporary self-related theories of approach and avoidance. [ABSTRACT FROM PUBLISHER]

The purpose was to investigate the relationship between autonomy support by managers and co-workers and employees' work motivation and self-efficacy in two studies. In Study 1, a sample of 343 Swedish workers completed surveys, and in Study 2, we followed up with a subsample of 98 workers one year later. As in previous studies, managers' support of autonomy was significantly positively related to workers' outcomes. However, the results of Study 1 also showed that co-worker autonomy support was related to these outcomes over and above the effects of manager support. Study 2 showed that changes in autonomy support from co-workers during one year significantly predicted motivation and self-efficacy one year later, while change in support from managers was unrelated to outcomes later. These findings provide evidence for the importance of both vertical and horizontal sources of support. [ABSTRACT FROM PUBLISHER]

This study was designed to provide an assessment of the relationship between the two most important implicit motives and the most frequently studied sexual behaviors. A community sample of 102 men and 92 women completed measures of implicit power and affiliation-intimacy motives, sexual conservatism, social desirability, and sexual behavior. For men, high power motivation was positively associated with the number of sexual partners and the frequency of sex. There was an interaction between sexual conservatism and power motivation in women. For women low in sexual conservatism, high power motivation was positively associated with the number of sexual partners and with earlier initiation to intercourse and oral sex. There were few associations between affiliation-intimacy motivation and sexual behaviors; however, women high in this motive reported later initiation to oral sex. [ABSTRACT FROM PUBLISHER]

This study investigates the relationship between organizational citizenship behavior (OCB) and employee intention to leave the organization and current job using a sample of French employees. A survey was sent to 1,200 alumni of a business school in France. Participation in the study was voluntary. The participants were 355 working adults with French citizenship. This paper provides several interesting findings. While no relationship was found between altruism and intention to leave both the organization and the current job, sportsmanship, civic virtue and helping others emerged as the strongest predictors of intention to leave the organization and intention to leave the current job. Results are discussed. [ABSTRACT FROM AUTHOR]

Individuals with an unrestricted sociosexual orientation (SO) are less committed to their romantic relationships and more likely to engage in infidelity. Furthermore, commitment is negatively associated with tendencies to cheat. However, no previous research has examined the possible mediating role of commitment in the relationship between SO and infidelity. The current study examined whether commitment mediated the relationship between SO and willingness to engage in three types of cheating behaviors (Ambiguous, Deceptive, and Explicit). Results suggested that commitment partially mediated the relationship between SO and infidelity, such that unrestricted individuals had lower commitment, which in turn led to a greater likelihood of cheating. Implications of this association and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

The present study focused on the motivational predictors of coping with academic examination through the test of the contribution of self-determination for academic studies and achievement goals. Coping strategies, academic motivation and achievement goals were assessed among 199 undergraduate students. Regression analysis revealed that problem-focused coping is positively predicted by identified regulation and negatively by amotivation, whereas emotion-focused coping is positively predicted by introjected regulation and amotivation. Mastery approach goals contributed positively to problem-focused coping. Identified regulation and mastery approach goals made a unique positive contribution to problem-focused coping, and amotivation was negatively related. Students' coping actions may vary according to both the reasons why they engage in academic studies and the goals they pursue in this setting. [ABSTRACT FROM AUTHOR]

The cross-lagged effects of the Big-Five personality dimensions on Social Dominance Orientation (SDO) and Right-Wing Authoritarianism (RWA) were examined over 1 year (N = 112). Consistent with the Dual Process Cognitive-Motivational Model, SDO and RWA exhibited markedly different personality bases. Low Agreeableness and unexpectedly high Extraversion predicted change in the motivational goal for group-based dominance and superiority (SDO), whereas Openness to Experience predicted change in the motivational goal for social cohesion and collective security (RWA). Neuroticism and Conscientiousness did not predict change in SDO or RWA over time. These findings extend previous cross-sectional (correlational) research and indicate that key dimensions of personality (primarily Agreeableness and Openness to Experience) are an important temporal antecedent of the group-based motivational goals underlying individual differences in prejudice. [ABSTRACT FROM AUTHOR]

In this study, we extended the Dual Process Model of Ideology and Prejudice by incorporating the Five-Factor Model of Personality (N = 924). Disagreeable people tended to view the social world as competitive, which in turn predicted heightened motivations for group-based dominance and superiority (Social Dominance Orientation or SDO), whereas people low in Openness to Experience and high in Conscientiousness directly expressed heightened security-cohesion motivations (Right-Wing Authoritarianism or RWA). Other personality dimensions were weakly associated with RWA, and these effects were mediated by dangerous worldview. Multiple distinct aspects of personality predict SDO and RWA both directly and indirectly through worldviews, but we found little evidence for the possibility that personality alters the extent to which worldviews (once formed) predict SDO and RWA. [ABSTRACT FROM AUTHOR]

Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions. [ABSTRACT FROM AUTHOR]

The author examined affective forecasting and the impact bias among track athletics. Results show that athletes clearly overestimated the intensity of their experienced negative emotions, whereas they accurately predicted the intensity of their experienced positive emotions. The author discusses these findings in relation to athletes' regulation processes. [ABSTRACT FROM AUTHOR]

Procrastination has been studied as a dysfunctional, self-effacing behavior that ultimately results in undesirable outcomes. However, A. H. C. Chu and J. N. Choi (2005) found a different form of procrastination (i.e., active procrastination) that leads to desirable outcomes. The construct of active procrastination has a high potential to expand the time management literature and is likely to be adopted by researchers in multiple areas of psychology. To facilitate the research on this new construct and its further integration into the literature, the authors developed and validated a new, expanded measure of active procrastination that reliably assesses its four dimensions. Using this new measure of active procrastination, they further examined its nomological network. The new 16-item measure is a critical step toward further empirical investigation of active procrastination. [ABSTRACT FROM AUTHOR]

Previous studies of achievement motivations have focused on the patterns of self-attribution with little consideration of the effects of achievement goals. In the present study, the authors investigated Taiwanese students' self-attribution for achievement goals mainly on the basis of autonomous interest (i.e., personal goals) and on social expectation (i.e., vertical goals). The authors administered self-developed scenario simulation questionnaires to undergraduate and graduate participants in 2 studies. The results showed that (a) in pursuit of personal goals, participants tended to attribute success to internal factors and failure to external factors and (b) in pursuit of vertical goals, participants tended to attribute their failure to lack of effort. The authors further discuss the theoretical implications of these findings under a cultural context. [ABSTRACT FROM AUTHOR]

This article presents information about a 2007 study by Gire and Williams that examined the threat of punishment for picking up found money in relation to two colleges' honor systems. Students at a military college with a strict honor code and harsh penalties were less apt to pick up the money in a public setting than a private setting. Students at a college with a less strict honor code were more likely to pick up the money in both public and private settings. The authors of the study concluded that the results proved that cognitive dissonance was responsible for the different behavior of the students.

The author studied aggression among dating couples to determine if partners' fight-seeking motivation could explain the phenomenon. Intact dating couples were classified as aggressive if either partner reported having perpetrated 2 or more acts of assaultive violence in the past year. The author asked participants to rate the extent to which they and their partners intentionally physically or verbally fought with one another, felt calmer after physical or verbal conflict with their partners, and sought to increase sensory stimulation by taking part in high-risk activities. Together, these ratings constituted a measure of fight-seeking motivation. Results of a logistic regression analysis showed that couples classified as aggressive (48%) had relationships longer in duration than did nonaggressive couples. In addition, both men and women in aggressive relationships had greater fight-seeking motivation than did individuals in nonaggressive relationships. [ABSTRACT FROM AUTHOR]

The authors examined whether independent or interdependent self-construals were associated with the way in which individuals pursued personal goals. Individuals with an independent self-construal orient toward personal-goal pursuit, whereas individuals with interdependent self-construal prioritize in-group goals above personal ones. The authors used a 1-week, prospective goal-setting paradigm. The present results revealed that interdependent self-construals were significantly associated with introjected reasons for pursuing goals, experiencing conflict among goals, and achieving less goal progress. Independent self-construals were significantly associated with intrinsic and identified reasons for goal pursuit and greater goal progress. There was some evidence that the relation of interdependent and independent self-construals to goal progress was mediated by goal conflict and goal intrinsic motivation, respectively. The present results also replicated previous research indicating the goal-setting benefits of intrinsic motivation, implementation intentions, and goal harmony.

Researchers have considered power as a largely corrupting force in organizations. In the present experiment, the authors used the theory of cooperation and competition to investigate the effects of social context on power use in a sample of Chinese participants. The present results support the reasoning that high power compared to low power provides the capacity to assist employees and that cooperative, but not competitive, goals facilitate the motivation of managers to use their power to support employees and to develop managerial conclusions that employees are capable and appreciative. These results suggest limitations to traditional organizational power theories that assume a competitive context between the powerful and those subject to power. Cooperative goals appear to be an important basis for developing the positive face of power in organizations in China and perhaps in other cultures as well. [ABSTRACT FROM AUTHOR]

ABSTRACT. The authors examined whether a fundamental bias in the way people process information has implications for efforts to improve intergroup relations. The authors exposed participants to information about their own social category and a different social category that was either positive or negative in connotation. To examine what effect this information would have on participants' attitudes toward their own group and the other group, the authors measured both explicit and implicit evaluations before and after expo-sure. The findings suggest that, at a preconscious level, exposure to negative information affects participants' attitudes toward their own group, but that positive information has a negligible impact on attitudes toward other groups. The authors found an opposite pattern for explicit (conscious) evaluations. These asymmetries are consistent with cognitive and motivational theory on intergroup relations and may have important implications for efforts to reduce prejudice. [ABSTRACT FROM AUTHOR]

ABSTRACT. The authors examined the similarities and differences between 3 dimensions that represent people's focus on self vs. other: individualistic vs. collectivistic nations, independent vs. interdependent self-concepts, and intrinsic vs. extrinsic aspirations. In samples of South Korean and U.S. college students, the authors found that each of these dimensions was interrelated in expected ways and that each also was independently associated with different aspects of participants' self-report of their own well-being (i.e., self-actualization, vitality, happiness, anxiety, and physical manifestations). The authors concluded that environmental circumstances and personality characteristics that focus on personal needs are more likely to provide experiences supportive of psychological well-being. [ABSTRACT FROM AUTHOR]

ABSTRACT. The authors investigated whether the presence of a specific group goal would reduce social matching (i.e., matching one's own performance to the performance expected from others) by serving as an alternative standard. As predicted, when there was no specific goal, the participants matched their own performance to the performance expected from other group members. When there was a specific group goal, the women no longer engaged in social matching, although that effect did not emerge among the men. Instead, the women's mean personal performance was close to the performance level representing an equal share of the group goal. Moreover, the participants' perceptions of a fair contribution mediated the performance of the men and the women, both in the presence and in the absence of a goal. [ABSTRACT FROM AUTHOR]

ABSTRACT. The authors examined the roles of self-esteem and perceived social support in moderating the relationship between dual social expectations (instrumentality and expressivity) and well-being. Participants were 166 female and 87 male students in an urban community in the midwestern United States. After the authors controlled for the main effects of instrumental and expressive expectations, social support, as predicted, moderated the relationship between dual expectations and well-being: With higher levels of social support, higher levels of dual expectations were associated with higher levels of well-being; with lower levels of social support, higher levels of dual expectations were associated with lower levels of well-being. Contrary to predictions, however, self-esteem did not moderate the relation between dual expectations and well-being. The discussion focuses on the importance of social resources in enhancing the potential benefits of dual expectations in interpersonal contexts. [ABSTRACT FROM AUTHOR]

ABSTRACT. Researchers (A. C. Amason, 1996; D. H. Gruenfeld, 1995; K. A. Jehn, 1995, 1997; M. A. Rahim, 1989; M. A. Rahim & A. A. Blum, 1994; D. M. Schweiger, W. R. Sandberg, & P. L. Rechner, 1989; P. E. Tetlock, D. Armor, & R. S. Peterson, 1994) have documented the value of conflictual discussions for solving problems, but few have explored the conditions under which people are motivated to engage in controversy (K. A. Jehn, C. Chadwick, & S. M. B. Thatcher, 1997). Some (M. Van Berklom & D. Tjosvold, 1981) have hypothesized that high expertise and a competitive social context arouse concerns about defending one's position and challenging the opposing one. In the present study, Chinese university students in Hong Kong who expected to disagree with an expert, compared with those who did not expect to disagree with an expert, had less confidence, felt less knowledgeable about their position, and selected an agreeable discussant. Consistent with the idea of maintaining distance from those in power, the participants were reluctant to disagree directly with someone with greater expertise. [ABSTRACT FROM AUTHOR]

ABSTRACT. In previous studies (G. Steins & R. A. Wicklund, 1993, 1996, 1997; R. A. Wicklund & G. Steins, 1996), perspective-taking depended on the interplay between 2 variables--(a) press (the relationship intensity between perceiver and perceived person) and (b) conflict. In the absence of conflict, perspective-taking was positively related to press; in the presence of conflict, perspective-taking was negatively related to press. In the present 3 studies, involving samples of German students, the author conducted a detailed exploration of the motivational impact of press on perspective-taking: In the 1st study, she measured press via the participant's wish to deal with the other person; in the 2nd study, via the perceiver's preoccupation with the target; and in the 3rd study, she defined press as a general tendency of some participants to become absorbed in other individuals. All 3 studies included elements of conflict. The results further supported the perspective-taking model and improved the understanding of the influence of motivation in person perception. [ABSTRACT FROM AUTHOR]

ABSTRACT. Over the years, researchers have developed various short versions of the Marlowe-Crowne Social Desirability Scale (D. P. Crowne & D. Marlowe, 1960). The authors used confirmatory factor analyses (J. L. Arbuckle, 1997) as well as item and scale analyses to evaluate the adequacy of the full version and various short versions. Overall, the results from 232 Canadian undergraduates showed (a) that all the short versions in the present study are a significant improvement in fit over the 33-item full scale and (b) that W. M. Reynolds's (1982) Forms A and B are the best fitting short versions. No gender differences were found for the full scale or any of the short versions. The results show that the full scale could be improved psychometrically and that the psychometrically sound short versions should be available because they require less administration time than the full scale. [ABSTRACT FROM AUTHOR]

The study examined the relationships between different types of situational motivation and flow and situational motivational determinants (perceptions of autonomy, competence, and relatedness) and the experience of flow. Immediately following a swim practice, 203 Canadian master's-level swimmers completed a questionnaire that assessed different variables. Results indicated that situational self-determined forms of motivation (intrinsic motivation and self-determined extrinsic motivation) and perceptions of autonomy, competence, and relatedness were positively related to flow, whereas amotivation was negatively related to flow. [ABSTRACT FROM AUTHOR]

The present study examined the relationship between individual goal orientation, motivational team climate, perceived sport competence, and league structure among 216 youth soccer players. It was predicted that competitive league teams would report higher ego-involvement and performance-oriented team climate and lower sport competence than recreational teams. Discriminant analyses indicated that only the mastery-oriented team climate variable differentiated competitive and recreational teams. Athletes who participated in recreational teams reported a greater degree of mastery-oriented climate than competitive league players. The results suggest that athletes' perceptions of situational rather than dispositional aspects of achievement goals are more highly affected by the playing structure present in youth sport teams. The possible psychological benefits derived from the development of a mastery-oriented team climate in sports are discussed. [ABSTRACT FROM AUTHOR]

The article presents investigation by researchers among several Australian adults intention to give up smoking using an expanded protection motivation model. Most people in Australia know that smoking is harmful to health. Because so many people continue to smoke, researchers have formulated various health models to explain what leads people to practice good health behaviors. One such model is the protection motivation model which has its origins in expectancy value models of research and attitudes; it focuses on the cognitive mediational processes linking communication stimuli and behavior. In the case of smoking, the likelihood of smoking is decreased by belief in the severity of the diseases caused by smoking, belief in one's vulnerability to those diseases, belief that smoking cessation is an effective way to avoid the diseases, and belief that one can successfully stop smoking. On the other hand, the likelihood of cigarette smoking is increased by intrinsic rewards e.g., physical satisfaction, extrinsic rewards and the costs of an adaptive response. According to this model, the increased likelihood of an adaptive response not smoking depends primarily on four cognitive perceptions.

The article examines the organization commitment and job involvement of single-income and dual-income couples. On the basis of data from 2 manufacturing plants (n = 260 participants at Site 1, and n = 314 at Site 2) in the United States, the authors examined levels of organization commitment and the job involvement of single-income and dual-income couples. A questionnaire that differentiates between those variables was used as the survey instrument. The results indicated that in 1 site there was no difference in the levels of organization commitment and in job involvement between individuals in dual-income and single-income families. In another site, however, individuals from single wage earner families with children had higher levels of commitment than members of dual wage earner fami- lies. Those results may have practical implications for organizations developing programs and policies to foster favorable working conditions and organization commitment.