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Purpose: To investigate the training and development process of a multiple-Grand-Slam finalist. Methods: A mixed-methods case-study design was used to capture the quantitative and qualitative aspects related to the training and successful development process. We used a 3-step data-collection process and pragmatic analyses of (1) training history based on logs, plans, and questionnaires; (2) in-depth semistructured interviews with the player's head coach/father, physical coach, and team administrator/mother; and (3) systematic quality assurance through negotiation among researchers and all key informants, including the player. Results: The player's exceptional performance level was achieved by a progressive, nonlinear increase in annual training load during childhood and early youth, stabilizing at 800 sessions and 1250 to 1300 hours per year at the age of 19. The annual tennis-specific training plateaued at ∼750 hours from the age of 15, and 60 to 80 matches were played in most of the analyzed years. Point-play accounted for approximately 50% of the total amount of specific tennis training, clearly ahead of ground strokes (∼30%), serve/return (∼15%), and smash/volley (∼5%). Physical-conditioning hours increased 5-fold from 12 to 19 years, before stabilizing at ∼500 hours at senior age. Key success factors included the athlete's multidimensional sports talent, discipline, and inner drive; a highly dedicated father and tennis-enthusiastic family; and strong support from a complementary and interdisciplinary performance team. Conclusion: This study provides novel information regarding the training and development process for a world-leading tennis player, providing a point of departure for the development of future talents. [ABSTRACT FROM AUTHOR]

This research studies sales force incentive compensation in brand-managed retail (BMR) operations, which are particularly prevalent in high-end department stores and vertically integrated retailers. In particular, the research explores how a brand's strength may affect the relative benefit to a brand from using individual versus group incentives for motivating its salespeople in BMR settings. The authors investigate this issue using a theoretical principal–agent model consisting of a risk-neutral firm employing multiple risk-averse salespeople. Interestingly, they find that a group incentive is more beneficial to a weaker brand than to a stronger one. Furthermore, the authors find empirical support for their theoretical findings from an analysis of sales compensation data from BMR operations in two different settings. The research findings suggest that managers should factor in the brand's strength when deciding on the optimal salesperson compensation structure in BMR settings. [ABSTRACT FROM AUTHOR]

This study sought to understand the lived experiences of wheelchair basketball athletes from low- and middle-income countries of recent or current armed conflict and the meaning that they ascribed to their participation. Wheelchair basketball athletes (N = 108) from eight national teams participated in semistructured focus-group interviews. Study data were analyzed thematically using an interpretive descriptive approach. Three themes were developed: "I can do anything I want; not only basketball," self-concept changes through sport participation; "Now they see me as a respectable person," societal belonging through sport; and "I have motivated other disabled people," influence on nonparticipating disabled persons. The findings indicated that participation in wheelchair sports may help disabled persons see themselves as capable individuals on the court and in aspects of daily living, perhaps even peer role models for other disabled persons in their communities and countries. [ABSTRACT FROM AUTHOR]

During the American Civil War, many Union volunteers occupied Southern towns after conquering them through active military campaigns, but the 90th and 91st New York, 47th Pennsylvania, and 7th New Hampshire Volunteer Infantry occupied Key West and Fort Jefferson (Dry Tortugas), Florida as their first assignment prior to experiencing combat. Though they were stationed in the most remote locations that the U.S. held in the South, these volunteers felt connected to the Union war effort and to the issues that it inspired. The New York, Pennsylvania, and New Hampshire soldiers revered commanding officers of the Regular Army and believed that their assignment to garrison these strategic military and economic points was compatible with the American conceptualization of the citizen-soldier and integral to the Union cause. [ABSTRACT FROM AUTHOR]

Rivalry is endemic in society and organizations, fueling competitive intentions and behaviors. According to social network theory, rivalry emerges among people who, like siblings, have many of the same connections to others. For this structurally equivalent rivalry to have its effects, the individual must see the other person as a rival. We ask whether, in the context of competition, people seek to identify the knowledge providers of their rivals while striving to hide their own knowledge providers from perceived rivals. We conducted two experiments that showed, for the first time, that structural equivalence does induce feelings of rivalry and does lead people to take action with respect to perceived rivals, namely to hide and seek knowledge providers. Our analysis of time-separated social network and outcome data from all 73 employees in the headquarters of a chemical company found support for these patterns of hiding and seeking in relation to perceived rivals. We also found limited evidence that career outcomes may be influenced by individuals' success in hiding and seeking. Bringing together research on rivalry and network cognition, we provide a new approach to the strategic deployment of deception and detection in social networks. [ABSTRACT FROM AUTHOR]

A rise in racism, racial violence, and hate crimes has catalyzed the implementation of workplace allyship initiatives as a mechanism for creating equity and inclusion in organizations. Yet, these allyship initiatives can evoke leader anxiety because they make power dynamics salient. Extant allyship literature has not considered the implications of leader anxiety for allyship and power dynamics that contribute to inequality in the workplace. Thus, in this paper, I reveal how allyship initiatives may trigger different types of leader anxiety (i.e., preventive, promotive, and mixed preventive–promotive) and motivate different leader allyship actions, which I refer to as "LEAP" behavior. As a conceptual framework, LEAP categorizes four broad allyship actions theorized in prior research: Locating oneself, Engaging in discussions, Asking probing questions, and Providing support. LEAP also acknowledges nuances in leader anxiety that can lead to different types of LEAP behavior (i.e., restricted, responsive, or radical). Lastly, I posit that leaders' LEAP behavior can reinforce power imbalances, challenge power imbalances, or change power structures in the workplace. Ultimately, this paper contributes a more nuanced conceptualization of leader allyship behavior to the allyship literature, and provides a foundation for identifying strategies for increasing equity and inclusion in the workplace. [ABSTRACT FROM AUTHOR]

Given that the central objective of consumption in many contexts is to derive enjoyment or utility, it is reasonable to assume that how much people consume a product will primarily be driven by how much they like it. Yet, the current research finds that, although consumers indeed predict that they will consume a greater amount of options they like more, their actual consumption can be surprisingly insensitive to their preferences. Across six experiments, we find that consumers systematically overestimate the extent to which their consumption amount is determined by their preferences. We propose that how much people actually consume is determined by a variety of factors, including transient motivational states (e.g. hunger or boredom), consumption opportunities, and habits. Compared to these factors, however, people's liking of a product tends to be more salient, better known, and perceived as a more normatively appropriate driver of consumption—leading consumers to focus overly on their preferences when predicting their consumption. We further propose that this prediction error has important implications for consumer welfare, as it can lead to suboptimal inventory decisions (e.g. over-purchasing of favorite products) as well as ineffective self-control strategies (e.g. restricting oneself to mediocre options in order to reduce consumption). [ABSTRACT FROM AUTHOR]

The current study employed a within-participant design to analyze the effects of head movements in three conditions (i.e., head nodding, head shaking, and no head movements) during positive (motivational) self-talk among 22 male cyclists. After the self-talk and head-movements task, physical performance (i.e., anaerobic power) was assessed using a Wingate Test for each experimental condition. Each cyclist participated individually on three separate days, completing one of the three experimental conditions each day. We hypothesized and found that the head-nodding condition resulted in greater physical performance (i.e., mean and peak power) than the no-head-movements condition. This is the first time that head nodding has been shown to improve physical performance compared with no head movements during encouraging and self-assuring self-talk. Relevantly, these findings emphasize the importance of focusing on athletes' nonverbal behavior (e.g., head movements) when engaging in positive (motivational) self-talk to perform better. [ABSTRACT FROM AUTHOR]

Does parents' status motivation affect their educational product choices for their children? Across seven studies, the authors find that when parents believe that society provides enough opportunities for individuals to achieve higher social status through hard work (i.e., high social mobility), they prioritize the status advancement goal and prefer products that help maximize a child's strengths. However, when parents believe that even if one works hard, the opportunity to climb up the social ladder is limited (i.e., low social mobility), they focus on maintaining their current status and prefer products that help remedy a child's weaknesses. Moreover, the research demonstrates that this effect diminishes when the strength and weakness are in the domains that have low relevance to status. Finally, the research shows that when parents believe that children with specialties are more likely to succeed, they prefer products for maximizing strengths, whereas when they believe that well-rounded children are more likely to succeed, they prefer products for remedying weaknesses, regardless of their perception of social mobility. [ABSTRACT FROM AUTHOR]

This research note addresses a significant gap in the literature regarding the underlying mechanisms of purchase decision-making that lead to unplanned and impulse purchases. Although several papers have highlighted the differences between the two purchase types, recent academic publications continue to use those terms interchangeably. Through a systematic literature review, this study identified six high-level constructs, in line the Theoretical Domains Framework, that effectively differentiate unplanned from impulse purchase types. Overall, impulse (vs. unplanned) purchases have a primary association with automatic (vs. reflective) motivation. With these findings, academic researchers can better define the types of purchase they are investigating, including the main constructs and underlying psychological mechanisms that are associated with these purchases. As a result, this study substantially improves the reliability of knowledge in this domain. Additionally, this study may encourage marketers to expand their existing toolkits with a broader set of activities that can drive these different purchase types. For instance, marketers could appeal to different underlying purchase decision-making mechanisms: for unplanned purchases, they could offer reminders of related products; for impulse purchases, they could focus on immediate gratification. [ABSTRACT FROM AUTHOR]

Research interest in thriving at work has burgeoned over the past decades, but little is known about how human resource (HR) practices affect employees' thriving at work. Drawing upon self‐determination theory and person‐organization fit theory, we developed and tested a moderated mediation model to explain how fun HR practices influence employees' thriving at work. The results of two studies, a scenario experiment (N = 164) and a time‐lagged survey (N = 253), supported our hypotheses. Specifically, the findings revealed that fun HR practices relates positively to employees' thriving at work. Autonomous motivation partially mediates the abovementioned relationship. Furthermore, fun HR practices translate into higher autonomous motivation and subsequent thriving at work for employees with higher preference for workplace fun. Our research contributes to the existing literature by identifying fun HR practices as an antecedent of thriving at work and revealing the psychological mechanisms through which fun HR practices affect employees' thriving at work. The practical implications, limitations, and future research avenues are also discussed. [ABSTRACT FROM AUTHOR]

Despite the importance of a thriving workforce in sustaining organizational success, prior research pays little attention to how individualized human resource (HR) practices can help individual employees to thrive at work. Drawing on the theoretical underpinnings of conservation of resources theory, we investigate whether, how, and when development idiosyncratic deals (i‐deals) can contribute to individual thriving. We contend that possessing development i‐deals will motivate individuals to engage in approach job crafting, which in turn promotes their experience of thriving at work. We further contend that high‐quality leader–member exchange will enhance the function of development i‐deals in triggering approach job crafting and subsequent thriving experiences. Results from a two‐wave survey involving 278 managers in a pharmaceutical firm in China and a three‐wave survey among 178 managers working in various organizations in the UK support our hypotheses. Our findings provide new insights for practitioners seeking to design customized HR practices to support a thriving workforce. [ABSTRACT FROM AUTHOR]

Understanding how employees respond to HR systems is a critical question in the strategic HR literature and the need for more nuanced theoretical frameworks explaining who responds differentially to HR systems persists. Drawing on a contingency perspective and the theory of purposeful work behavior, we present a theoretical framework that suggests that employee motivational goal strivings interact with commensurate HR bundles (communion‐enhancing HR bundles, status‐enhancing HR bundles, and achievement‐enhancing HR bundles) to predict employee job performance. Based on survey data collected from 362 employees in 84 service units, our findings reveal that the effects of communion and status strivings on job performance are more positive and stronger for employees in units with higher levels of communion‐enhancing HR bundles and status‐enhancing HR bundles, respectively. In contrast, the effect of achievement goal strivings on job performance is weaker in units with higher levels of achievement‐enhancing HR bundles. These findings have significant implications for both theoretical and practical perspectives, shedding light on the role of employee motivations in shaping the effectiveness of HR bundles on employee performance. [ABSTRACT FROM AUTHOR]

Negative performance feedback is vital for stimulating employees to enhance their performance despite resulting in stress and adverse work outcomes. Fortunately, artificial intelligence (AI)‐enabled automated agents have gradually assumed certain functions led by human leaders, such as providing feedback. Drawing from regulatory focus theory, we propose that AI‐based feedback systems can serve as a "remediation" tool, effectively mitigating employees' apprehensions about receiving negative feedback. In two studies, we found that for employees who fear losing face, AI‐based negative feedback motivates promotion‐focused cognition—motivation to learn—representing a learning mechanism to promote job performance and impedes their prevention‐focused cognition—interpersonal rumination—reducing the depletion needed for job performance. These findings present novel perspectives on using AI in performance feedback. [ABSTRACT FROM AUTHOR]

Although goal setting is widely recommended for sport injury rehabilitation, little is known about the content of the goals set by athletes with injuries. Toward this end, a qualitative content analysis was performed on the goals and barriers to goal attainment identified by 163 intercollegiate student athletes (117 men and 46 women) participating in counseling interventions during sport injury rehabilitation. Most of the 956 goals set (84%) contained a physical element. A physical barrier was identified for 49% of the goals. Economic, cognitive, emotional, and social elements were noted as both goals and barriers. Goal content did not change significantly over the course of rehabilitation. Most goals were specific, process, short term, and positively phrased. The findings provide a detailed description of the types and qualities of counseling goals set by athletes during injury rehabilitation, offering professionals insight into the wide range of concerns expressed by athletes with injury during counseling. [ABSTRACT FROM AUTHOR]

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Little is known about the motivations and outcomes of sellers in remunerated markets for human materials. We exploit dramatic growth in the U.S. blood plasma industry to shed light on the sellers of plasma. Sellers tend to be young and liquidity-constrained with low incomes and limited access to traditional credit. Plasma centers absorb demand for nontraditional credit. After a plasma center opens nearby, demand for payday loans falls by over 13% among young borrowers. Meanwhile, foot traffic increases by over 4% at nearby stores, suggesting that constrained households use plasma markets to smooth consumption without appealing to high-cost debt. [ABSTRACT FROM AUTHOR]

Motivated by the multiferroic effects and quantum magnetization plateaus in the skew chain antiferromagnets T 2 V 2 O 7 (T = Ni, Co), we have conducted a detailed density function theoretical study on Co 2 V 2 O 7. The results show that the nearest-neighbor interchain interaction (J 3 / k B = − 35.57 K) is not much greater than the intrachain interactions (J 1 / k B = − 19.54 K and J 2 / k B = 27.55 K), showing the absence of interchain dimerization of the Co ions. This indicates that the "dimer+monomer" model used for Ni 2 V 2 O 7 [Cao et al., Phys. Rev. B 106, 184409 (2022)] is no longer applicable to Co 2 V 2 O 7. Finally, the exact diagonalization of spin Hamiltonian, including anisotropic exchanges, produces the experimentally observed 1/2 and 3/4 magnetization plateaus. [ABSTRACT FROM AUTHOR]

Motivated by the multiferroic effects and quantum magnetization plateaus in the skew chain antiferromagnets T 2 V 2 O 7 (T = Ni, Co), we have conducted a detailed density function theoretical study on Co 2 V 2 O 7. The results show that the nearest-neighbor interchain interaction (J 3 / k B = − 35.57 K) is not much greater than the intrachain interactions (J 1 / k B = − 19.54 K and J 2 / k B = 27.55 K), showing the absence of interchain dimerization of the Co ions. This indicates that the "dimer+monomer" model used for Ni 2 V 2 O 7 [Cao et al., Phys. Rev. B 106, 184409 (2022)] is no longer applicable to Co 2 V 2 O 7. Finally, the exact diagonalization of spin Hamiltonian, including anisotropic exchanges, produces the experimentally observed 1/2 and 3/4 magnetization plateaus. [ABSTRACT FROM AUTHOR]

Influencer marketing is a popular strategy to connect with consumers. However, influencers' use of overly high-arousal language in promoting products (e.g., "it's totally AMAZING!") has raised questions about their true motivations. This article investigates how high-arousal language in micro- versus macro-influencers' sponsored posts might shape engagement. A multimethod approach, combining automated text, image, video, and audio analyses of thousands of Instagram and TikTok posts with controlled experiments, demonstrates that high-arousal language increases engagement with micro-influencers, but it decreases engagement with macro-influencers, seemingly because it makes micro- (macro-) influencers appear more (less) trustworthy. Yet the negative effect of arousal for macro-influencers can be mitigated if their posts provide counterbalanced valence (both positive and negative assessments) or if they indicate an informative, rather than commercial, goal. These findings deepen understanding of how language arousal shapes consumer responses, reveal a psychological mechanism through which language arousal affects perceptions, and provide actionable insights for crafting more effective social media content. [ABSTRACT FROM AUTHOR]

Prior research offers a minimal amount of direct evidence on the effect of gamification features such as top-donor leaderboards on medical crowdfunding, particularly regarding donor engagement, contributions per donor, and total campaign funds. The study analyzes data from 3,415 distinct medical campaigns, leveraging an unannounced change on GoFundMe. The findings reveal a complex scenario that defies simple expectations. The leaderboard is expected to increase donor engagement, but it appears to discourage larger contributions per donor, a phenomenon termed "crowding out." Despite these mixed outcomes, there is a positive correlation between the leaderboard's presence and the funds raised. These findings highlight the potential of leaderboards to increase engagement and total funds raised in medical crowdfunding campaigns. However, the crowding-out effect raises concerns about the Pareto efficiency of this motivation system. This research contributes insights to both practitioners and theorists, shedding light on the complex interplay between gamification features and crowdfunding outcomes in the medical context. [ABSTRACT FROM AUTHOR]

Relationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research. [ABSTRACT FROM AUTHOR]

Algorithmic HR systems are becoming a more prevalent interface between organizations and employees. Yet little research has examined how automated HR processes impact employee motivation. In a three‐wave study (NTime1 = 401; NTime2 = 379; NTime3 = 303), we investigated the motivational effects of HR systems that automatically capture—and make decisions based on—employee performance, and whether these effects depend on employee attributions regarding the organization's intended use of its automated HR metric system. Additionally, we test whether these motivational states affect employee task prioritization and emotional exhaustion. Results show that employees whose organizations use algorithmic HR systems, and who also attribute managerial control as intent to that system, experience higher levels of extrinsic motivation at work. This, in turn, predicts greater prioritization of metricized tasks and de‐prioritization of non‐metricized tasks. Conversely, employees who believe the purpose of algorithmic HR systems is to provide them with constructive feedback are more likely to experience intrinsic motivation, leading to reduced feelings of emotional exhaustion, greater prioritization of metricized tasks, but reduced non‐metricized behavior de‐prioritization. These results illustrate the critical importance of employee sensemaking around algorithmic HR systems as a precursor to the impact of such systems on employee motivation, behavior, and well‐being. [ABSTRACT FROM AUTHOR]

Based on the tenets in self-determination theory, a dual-process model of motivational processes was tested to predict accelerometer-assessed estimates of adolescents' light physical activity (LPA), moderate to vigorous physical activity (MVPA), and sedentary time. Here, we hypothesized that (a) perceptions of psychological need support for exercise would be positively associated with LPA and MVPA and negatively associated with sedentary time via exercise-related psychological need satisfaction and autonomous exercise motivation and (b) perceptions of psychological need thwarting for exercise would be negatively associated with LPA and MVPA and positively associated with sedentary time via exercise-related psychological need frustration and controlled exercise motivation. Adolescents (N = 338; 234 female) age 11–15 years (M = 12.75, SD =.90) wore an ActiGraph accelerometer for 8 days and completed questionnaires pertaining to the self-determination-theory variables. Results showed psychological need support to indirectly and positively predict LPA and MVPA via psychological need satisfaction and autonomous exercise motivation. Although directly predictive of need frustration and indirectly predictive of controlled motivation and amotivation, the hypothesized effects from psychological need thwarting to the behavioral outcomes were nonsignificant. The current findings highlight the important role that need-supportive environments play in facilitating autonomous exercise motivation and behavior by being conducive to exercise-related psychological need satisfaction. [ABSTRACT FROM AUTHOR]

Despite the well-known benefits of physical activity, less than half of adults aged 55–75 years participate in sufficient physical activity. Short bouts of vigorous intermittent lifestyle physical activity (VILPA) accumulated throughout the day can contribute toward the recommended volume of physical activity. A rich characterization of the barriers and facilitators to participation in VILPA is needed to develop targeted interventions. This scoping review aimed to identify barriers and facilitators to participation in different components of VILPA in adults aged 55–75 years, and to map barriers and facilitators to the Theoretical Domains Framework. Within the 18 eligible studies, the most prevalent barriers were related to a person's skills, environmental context, and social influences. Most facilitators were related to a person's goals, social influences, and environmental context. Interventions to promote VILPA should test the effectiveness of behavioral change measures related to the unique barriers and facilitators in this age group. [ABSTRACT FROM AUTHOR]

Drawing on an in-depth study of physicians facing the Covid-19 pandemic in Italy in 2020, we advance theory on how professionals in their workplace respond to knowledge disruptions associated with complex societal challenges that undermine the adequacy of their knowledge base to solve professional problems. We show that, in the context of uncertainty generated by the knowledge disruption and the inability to mitigate this uncertainty through typical knowledge-based strategies, professionals experience a trail of negative epistemic emotions. Despite these negative epistemic emotions, and motivated by a heightened sense of moral duty, professionals engage in service-oriented practices of collegial and humanistic work that depart from the knowledge-centric practices of their usual work. We detail how the repeated development of positive moral emotions when performing such practices leads professionals to ultimately consolidate and embed service-oriented practices in their professional work. Our study contributes to the literature on professions and organizations by theorizing the distinctive category of knowledge disruptions of unmitigable uncertainty and by uncovering the microlevel dynamics and mechanisms that sustain professionals' responses. [ABSTRACT FROM AUTHOR]

Alderfer's ERG (i.e., existence, relatedness, and growth) theory of motivation (1969) was adopted in this study to analyze individuals' motivations for engaging in esports. This study investigated the relatively new field of esports viewership and participation by concentrating on the motivating factors behind esports consumption to establish whether esports viewership and participation are distinct markets that stand alone or are comparable to or complement each other for consumption. The study was conducted using qualitative methods consisting of semistructured focus-group interviews. The transcript was coded using open, axial, and selective coding to develop themes fitting within the ERG theory. The current study found similarities and unique findings in esports participation and consumption motivation factors under the ERG groups. Practical applications are proposed for employing the results of the study to further marketing and development efforts in this field. [ABSTRACT FROM AUTHOR]

Context: Rehabilitation after an anterior cruciate ligament injury is recommended to be started soon after the injury. When surgery is required, research supports the delivery of physiotherapy before anterior cruciate ligament reconstruction (prehabilitation) to optimize recovery and positive outcomes. Individuals attending prehabilitation have never been questioned regarding their adherence to prehabilitation, perception of utility in meeting needs, upcoming events, or anticipated recovery goals. Design: Mixed methods cross-sectional study: Methods: 25 individuals before anterior cruciate ligament reconstruction (43% of eligible individuals from 12 clinics during the delivery period) were surveyed on their mindset and recovery expectancies. Semistructured interviews conducted in 9 of 25 participants assessed their lived experience of prehabilitation. Results: Participants reported that preventing a reinjury (96% of responses) and feeling confident during daily activities about their knee (92%) were the higher rating expectations at this stage of their treatment course. Three themes were developed from the interviews and analyses. (1) Participants reported that prehabilitation was a period full of challenges with memories of the injury and uncertainties. (2) They viewed prehabilitation as a step to move forward by finding support and self-motivating. (3) They believed that prehabilitation would have positive impacts on the treatment outcomes. Participants were confident that prehabilitation would accelerate the recovery of muscle volume (88%) and strength (84%). Conclusion: Participants had positive experiences of prehabilitation, aligning with the findings on functional outcomes in the existing literature on prehabilitation. [ABSTRACT FROM AUTHOR]

We integrate the job characteristics and dual work passion models to explore the indirect (via work meaningfulness) effects of job characteristics (i.e., job autonomy, task identity, skill variety, task significance, feedback from the job and feedback from others) on two types of work passion, harmonious passion (HP) and obsessive passion (OP). We first advance occupation‐specific predictions for job characteristics‐to‐work passion relationships and then explore differences in those relationships between HP and OP across four occupational sectors: knowledge work (n = 201), blue‐collar work (n = 148), nonprofit work (n = 141), and managerial work (n = 133). Our findings demonstrate that job characteristics are important drivers of work passion. However, our key discovery is that the motivational impact of the job characteristics is not universally applicable but rather depends on the specific occupational context and whether passion is harmonious or obsessive. We therefore conclude that when it comes to translating job characteristics into work passion, the one‐size‐fits‐all approach is not appropriate. [ABSTRACT FROM AUTHOR]

This research investigates the impact of algorithmic management on worker behaviors, focusing on workers' commitment to service quality and referral tendencies. Drawing upon the job demands‐resources model, we argue that high levels of algorithmic management could create hindrance demands that impede service quality and demotivate referral behaviors. We propose that high workload, as a challenge demand, buffers the negative effects of algorithmic management on worker outcomes. We find support for our proposed research model in an experiment with a sample of 1362 platform‐based food‐delivery riders. We also conduct a qualitative study with 21 riders, which provides a more nuanced understanding of how algorithmic management affects workers' attitudes, behaviors, and referral tendencies. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this systematic review is to reveal the social, personal, and contextual factors that influence physical activity (PA) in children and adolescents during and after cancer treatment. Method: SPORTDiscus, Cochrane, Web of Science, PubMed, and FIS Education electronic database were systematically searched. Results: The 13 included studies show that social support (parents, siblings, and friends) in particular is rated as important by cancer survivors; for example, doing PA together. Depending on the treatment status and state of health, particularities arise. During the acute treatment phase, parents issued more prohibitions regarding PA than after treatment. The state of health and concern about infections are described as inhibiting factors. Not all hospitals generally offer special exercise programs for cancer patients, and in some cases, only sporadic exercise sessions were conducted by specialized staff. In addition, the hospital atmosphere, such as cramped rooms, tends to be associated with demotivating effects. Conclusions: Both inhibiting and promoting factors in the area of social, personal, and contextual factors could be identified. The most fundamental factor for PA is the physical condition. Social factors, such as parents or friends, often have a motivating effect and can promote PA. Inhibiting factors are mainly context-related, such as an environment unsuitable for PA. Although the review highlights interesting aspects, further treatment-related and longitudinal studies could provide deeper insights. [ABSTRACT FROM AUTHOR]

Despite the health benefits of parks and outdoor recreational spaces, small numbers of older people visit parks. This study identified older park visitors' perceptions of their local parks, visit motivation, health, and physical activity level in six parks in Victoria, Australia. Characteristics of general community park visitors and their physical activity engagement were also recorded. Fifty-five older people were surveyed onsite; 92.7% lived within a 5-km distance from the park. Walking was the most common reason for visiting (36.4%), followed by walking the dog (36.4%) and exercise (23.6%). Most older visitors (77.8%) were determined as being sufficiently active. Observation of parks visitors over 1 week recorded 3,770 park visitors, with <5% being older people. Half of all park visitors were inactive, and half of older people visitors (50.5%) engaged in walking. This study supports the importance of parks, park features, and their potential in helping older people to achieve levels of physical activity required for good health. [ABSTRACT FROM AUTHOR]

This paper investigates the potential of the Gamified Metaverse as a platform for promoting library services. The study compares the effectiveness of a traditional library program with a Metaverse- based library program in terms of knowledge acquisition and library anxiety. The research also examines students' perceptions of implementing gamification within the context of the Gamified Metaverse platform. A mixed-methods approach was adopted, including pre- and post-test analysis, statistical analysis, and qualitative data collection. The results indicate that both the traditional and Metaverse-based library programs effectively increased the participants' knowledge, with no significant difference between the two approaches. However, the Metaverse-based program was found to be less effective in facilitating interaction with librarians and reducing library anxiety. Additionally, students expressed positive perceptions of implementing gamification in the Gamified Metaverse platform, finding it engaging and motivating. These findings contribute to the understanding of the effect of the Metaverse as a tool for promoting library services and enhancing knowledge acquisition. However, it is not as effective in reducing library anxiety, particularly in terms of interaction with librarians and staff. It should be noted that the platform may have limitations such as high costs and potential side effects of virtual reality, making it more suitable as an additional tool for promoting library services, taking into account its feasibility and potential benefits for specific student populations and larger libraries. [ABSTRACT FROM AUTHOR]

Brands invest tremendous resources into building engagement with their customers on social media. But considerably less focus is placed on addressing disengagement, when users actively choose to distance themselves from the brand through reduced posting or even unfollowing. The authors find that the same self–brand connections that lead individuals to defensively protect the brand can also lead them to experience shame vicariously when others mention the brand in socially unacceptable ways. Experiencing vicarious shame motivates them to distance themselves from the brand, driving disengagement. Three mixed-method studies show that a socially unacceptable behavior—using profanity while mentioning the brand—leads highly connected consumers to experience vicarious shame, prompting disengagement motivations and ultimately leading to real-world unfollowing behaviors on social media. The authors also show that proactive moderation behaviors by the brand can attenuate these responses. These results provide insight into the process by which self–brand connection interacts with socially unacceptable brand mentions and suggest a limitation to the insulating effects of strong self–brand connections. [ABSTRACT FROM AUTHOR]

This cross-sectional study explored athlete responses to the Compassion Motivation and Action Scales Self-Compassion Scale, examining its relationship with well-being. Athlete (N = 207; mean age 27.9 years) scores were consistent with previous population means. Scores on the Compassion Motivation and Action Scales Self-Compassion Scale did not differ between elite and nonelite athletes, nor did they correlate significantly with trait competitiveness. Significant differences emerged based on athlete well-being state, with athletes categorized as "flourishing" scoring higher on the total score and all subscales of the Compassion Motivation and Action Scales Self-Compassion Scale, as compared with those with "moderate mental health" (Cohen's ds from 0.58 to 0.92). Furthermore, the distress tolerance subscale significantly mediated the relationship between self-compassion intentions and well-being (indirect path: B = 0.034, p <.001). The results suggest that self-compassionate intentions are not enough, and athletes may need support to tolerate the distress that comes with moving toward one's own suffering. [ABSTRACT FROM AUTHOR]

Financial literacy is as much about consumer behavior as it is about knowledge. Research has demonstrated that many consumers may know how to make financially sound decisions, but instead choose otherwise. In this research, two popular motivation theories, expectancy theory and operant conditioning, are utilized to gain insight into a consumer's decision to make sound financial choices. Findings indicate that consumers value investment over consumption when they understand the investment and the opportunity it provides. In addition, efforts to increase awareness of the potential benefits and consequences can further motivate consumers to engage in financially literate behaviors. [ABSTRACT FROM AUTHOR]

In this experimental investigation, male college students (N = 56; Mage = 19.95 years) who did not yet know how to juggle were randomly assigned to a 30-min instructional juggling session with either a caring, task-involving climate or an ego-involving climate. An inflammatory response to psychosocial stress was assessed via salivary interleukin-6 prior to (t = 0) and following (t = +30, +45, +60 min) the session. Surveys were utilized to examine positive and negative affect prior to the session and affect, psychological needs, challenge and threat appraisals, and perceived ability to juggle following the session. This is the first investigation to show that ego-involving climates can trigger inflammation, along with maladaptive psychological responses. Participants in the caring, task-involving climate responded with greater psychological need satisfaction, resource evaluations, positive affect, and perceived juggling ability. This research suggests there may be important physiological consequences to ego-involving climates, in addition to concerning cognitive, affective, and behavioral responses. [ABSTRACT FROM AUTHOR]

A series of controlled studies found that consumers counter-normatively prefer something nearly complete over something complete. We call this phenomenon the "one-away effect" because we find that when consumers are, for example, one stamp away from completing a punch card loyalty program, they value the card more than a completed card. This is because their valuation of the one-away card is influenced by their anticipation of merely completing the card, which generates its own utility, apart from the card's end-reward (a free coffee). To wit, the prospective utility of performing the final action that fulfills completion increases consumers' valuation of the one-away card. Our findings suggest that consumers are motivated to complete goals, tasks, and sets not only to obtain their end-rewards, but also because merely completing things is intrinsically motivating and can be a goal in and of itself. We discuss the theoretical and practical implications of the one-away effect, as well as the general notion of mere completion. [ABSTRACT FROM AUTHOR]

This short note reviews the evolutionary modeling literature focusing on the specific topic of entry of new firms. A large variety of choices have been employed to model entry, often motivated by the need to keep the model simple and comprehensible. Entry is more subject to simplification pressures than other elements of industrial dynamics because a deeper treatment of the phenomenon requires the specification of details external to the focal industry. Starting from more recent and elaborate models of entry, some proposals for further advancement are put forth. [ABSTRACT FROM AUTHOR]

Organizational culture in sports affects well-being, performance, and overall success. Although team culture has been explored within able-bodied teams, little is known about culture development within parasport. Using a descriptive case study approach, our study examined the culture development and experiences of an elite parasport team. Two semistructured individual telephone interviews were conducted with nine participants (athletes and staff), and one athlete-participant completed one interview. An inductive thematic analysis revealed two themes: approach to culture development and team culture components. Culture development was linked with facilitative leadership and important resources. This supported the team to create their shared values and mechanisms, including a behavioral framework, other artifacts (e.g., shared language and team motto), and a relaxed environment. These helped to maintain their agreed culture and benefited their well-being, progress, and team cohesion. Our results offer a starting point regarding research into the culture of elite parasport and have practical implications for managers, coaches, and psychologists. [ABSTRACT FROM AUTHOR]

Despite their prevalence, workplace diversity and inclusion (D&I) practices continue to produce inconsistent effects on employee attitudes and behaviors. This shines a light on the need for evidence‐based approaches in understanding how employees enact D&I goals. Drawing on self‐determination theory, we argue that employee D&I motivation is an untapped pathway for understanding how inclusion‐supportive employee outcomes (i.e., more inclusion and less exclusion) emerge. In addition, we leverage attribution theory to inform when employee motivation can be shaped, demonstrating that employee attributions of the intentions behind their organization's D&I practices play an important role in shaping their subsequent D&I motivation. Across two studies, latent profile analysis identified five distinct profiles of D&I motivation, which were differentially related to inclusion and exclusion (Study 1) and predicted by D&I attributions (Studies 1 and 2). Combined, these findings highlight the importance of understanding employee motivations and attributions within the context of D&I. Such knowledge can inform how employees enact inclusion goals, which has the potential to help organizations realize the desired benefits of diversity. [ABSTRACT FROM AUTHOR]

The objective of this study was to estimate the extent to which motivational regulations influence physical activity behavior through role identity among people 55 years or older. Participants (N = 409; Mage = 66.29 years [SD = 7.06]) completed online questionnaires to measure motivational regulations, role identity, and the frequency of physical activity in a typical week and in the past month. Mediation analysis using ordinary least squares path analysis revealed that autonomous forms of motivational regulation (positively) and controlled forms of motivational regulation (negatively) influenced role identity, which then positively influenced physical activity behavior. Bootstrap confidence intervals (95%) for the indirect effects (a × b) based on 5,000 bootstrap samples were entirely above or below zero. These findings point to future experimental evaluations of interventions aiming at both increasing and decreasing autonomous and controlled motivational regulations, respectively, to promote physical activity behavior through role identity. [ABSTRACT FROM AUTHOR]

Pickleball offers sociopsychological and physical activity benefits for older adults but lacks racial diversity. The purpose of this study was to identify constraints to pickleball participation with Black older adults (65+ years) as well as examine differences based on physical activity and sex. A Qualtrics panel included Black older adults (N = 292) who have heard of pickleball and are physically able to play but have not played. Results found Knowledge, Accessibility, Interpersonal, and Interest were the most salient constraints overall. Multivariate analysis of variance found that those who report low physical activity had significantly higher Interpersonal, Psychological, Costs, and Perceived Racism constraints. Additionally, females report significantly higher Knowledge, Psychological, and Cost constraints compared to males. The results further the theoretical application of constraints to physical activity research and provide insights into practitioner implications to grow the sport of pickleball for Black older adults. [ABSTRACT FROM AUTHOR]

Sport provides a significant role in the lives of athletes; however, both positive and negative mental health effects may occur from sporting experiences, including burnout and/or well-being. A cross-sectional survey was conducted including 685 athletes (Mage = 23.39, SD = 6.22, 71% = male), testing multiple, complementary, self-determination theory hypotheses linked to well-being, and burnout. A multistage modeling approach encompassing confirmatory factor and path analysis was utilized, with results showing significant variance explained for well-being (R2 =.30) and burnout (R2 =.35). Several direct effects were found in line with self-determination theory, including between; needs-support and needs-satisfaction (β = 0.48), and needs-control and needs-frustration (β = 0.44); needs-satisfaction and motivational orientation (β = 0.25); needs-satisfaction and well-being (β = 0.37), and needs frustration and burnout (β = 0.25); and motivational orientation and burnout (β = −0.27), and motivational orientation and well-being (β = 0.18). Indirect effects were found for well-being and burnout via coach needs-support, needs-satisfaction, and motivational orientation in sequence (β = 0.24 and β = −0.22, respectively), in addition to burnout via coach needs-control, needs frustration, and motivational orientation in sequence (β = −0.12). To conclude, coach-based, sporting mental health interventions that promote the utilization of needs-supportive behaviors, while also highlighting the need to minimize needs-controlling behaviors, are recommended for the prevention of burnout and the promotion of well-being in athletes. [ABSTRACT FROM AUTHOR]

This qualitative narrative correspondence study investigates older adults' experiences of physical activity (PA) during the 2020 COVID-19 pandemic lockdowns in Aotearoa, New Zealand. This paper presents a reflexive thematic analysis of 501 letters received from 568 participants that discussed PA. Participants described PA as bringing joy and rhythm to daily life under stay-at-home measures. The most frequently discussed forms of PA included exercising, gardening, and housework. Four interconnected conceptual themes identified were as follows: (a) renegotiating environmental relationships, (b) social connection, (c) pleasure and PA, and (d) navigating active aging discourses. This paper emphasizes the important environmental and social motivations for becoming and remaining physically active despite restrictions on movement. Older adults' understandings and performance of PA were heavily shaped by active aging discourses. As such, we suggest that initiatives seeking to promote PA should foreground older adults' feelings of connection, productivity, and pleasure and recognize their diversity. This is contrary to current recommendations focused on duration or intensity of older adults' PA. [ABSTRACT FROM AUTHOR]

As different crowdsourcing routines (metaphorically labeled as "fishing" and "hunting" in this study) are available to address highly technical problems, solution-seeking organizations need to mindfully design, select, and deploy crowdsourcing routines that account for the behavior and motivation of experts. Drawing on a survey involving 260 experts in science, technology, engineering, and math fields, we found that elite experts (individuals with seniority, aged over 40, and a proven track record in the field with numerous publications and patents) are generally less inclined to search for crowdsourcing open calls and prefer to be contacted by solution seekers. In contrast, non-elite experts (early career experts, aged under 40, and with fewer patents and publications) actively search to find open calls. Regarding their motivational underpinnings, our findings suggest that elite experts are motivated more by non-financial incentives than non-elite experts. Furthermore, as the frequency with which they are contacted increases, non-elite experts tend to prefer more non-financial over financial incentives. These results indicate that the fishing crowdsourcing routine generally elicits solutions from unproven, non-elite experts who demand more financial rewards. However, the hunting routine taps a pool of elite experts with proven capabilities who are less financially oriented and thus may provide better, yet less expensive solutions. [ABSTRACT FROM AUTHOR]

This paper presents a rigorous and in-depth systematic review of the literature on Basic Psychological Needs Theory (BPNT) and its applications in marketing research. Despite the widespread use of conventional models and theories in marketing research, motivational theories, such as BPNT, which have demonstrated significant effectiveness in driving motivation, have been relatively neglected. BPNT proposes that fulfilling basic psychological needs for autonomy, competence, and relatedness (ACR) leads to intrinsic motivation, emotional stability, and strong attachment. Our systematic review identifies how the constructs underpinned by BPNT have been utilized, as well as what research designs, contexts, and methodologies have been applied in marketing research. By integrating BPNT into marketing research, the authors aim to provide researchers with much-needed directions for future research and advocate for its continued growth. Specifically, the review notes tensions in terms of contradictory findings, identifies major gaps, and operationalizes BPNT in marketing research by establishing a set of marketing priorities (provided in the form of testable propositions) in seven major domains under the lens of BPNT. As the first systematic literature review of its kind, this theoretical study serves as an essential reference and valuable resource for scholars and practitioners aiming to explore and integrate BPNT into their research and practice. [ABSTRACT FROM AUTHOR]

Contributing to the literature on positive effects of overqualification, this research examines when and why perceived overqualification predicts affiliative and proactive performance at work. Integrating optimal distinctiveness theory with self‐construal theory, we propose that depending on the nature of an employee's self‐construal (i.e., independent, or interdependent), perceived overqualification will be associated with two opposing motivational processes—namely, differentiation and assimilation. We expect perceived overqualification to have a positive relationship with a motive for assimilation when an employee has a strong interdependent self‐construal. Conversely, we expect perceived overqualification to have a positive relationship with a motive for differentiation when an employee has a strong independent self‐construal. We further argue that assimilation‐seeking and differentiation‐seeking motives will be positively related to affiliative and proactive performance, respectively. We conducted two multi‐waved and multisourced studies to test our hypotheses. In a pilot study (N = 249), we first tested our moderation hypothesis. In our main study (N = 496), we tested our overall moderated mediation model. Results from both studies reveal that perceived overqualification can trigger a need for differentiation or assimilation in employees depending on the nature of their self‐construal. The differentiation‐seeking motive was positively related to proactive performance, while the assimilation‐seeking motive was positively related to affiliative performance. Our findings advance overqualification and motivation literatures and provide insights into talent acquisition and management. [ABSTRACT FROM AUTHOR]