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This meta-analysis synthesized the findings from randomized controlled trials (RCTs) of motivational interviewing (MI) for health behavior outcomes within primary care populations. Published and unpublished RCTs were identified using databases and online listservs. Studies were synthesized by outcome subgroup and meta-regression analyses were conducted to determine potential moderators accounting for heterogeneity within samples. Mean effect sizes ranged from .07 to .47; significant effect sizes were found for the adherence subgroup of studies (p = .04) and all outcomes combined (p = .02). Professional credentials of intervention deliverer were found to significantly moderate the association between MI and effect size in substance use subgroup (p = .0005) and all outcomes combined (p = .004). Mean effect sizes were largest in outcomes related to weight loss, blood pressure, and substance use. MI appears to be useful in clinical settings and as few as 1 MI session may be effective in enhancing readiness to change and action directed towards reaching health behavior-change goals. Keywords Motivational interviewing * Primary care * Behavior change * Mental health * Interventions, Background The interdisciplinary field of behavioral medicine, as defined by the Society of Behavioral Medicine, refers to the ongoing research and clinical care that seeks to prevent and treat barriers [...]

This study investigated the influence of entity beliefs, gender stereotypes and motivational goals on participants' self-efficacy in biology and physics and their career aspirations. Participants (n = 2638, males 46% and females 54%) were students enrolled in Years 10-12 of the academic science-maths stream in Thailand. Entity beliefs were endorsed significantly more by males than by females, while gender stereotypes were endorsed significantly more by females than by males. Entity beliefs were found to be significantly and positively associated with performance avoidance goals towards science. Multiple regression analysis found a negative influence of performance avoidance goals and a positive influence of mastery goals on males' and females' self-efficacy in physics and biology and their career aspirations. The stereotype 'males are better in physics' had a positive influence on the measure of self-efficacy of males in physics studies and a negative influence on the self-efficacy of females. The stereotype 'females are better in biology' had no influence on the measure of self-efficacy in biology studies for either males or females. Our results support a view of subject-specific inquiry as more revealing than global inquiry for the investigation of gender differences in achievement-related beliefs. Keywords achievement goal theory gender stereotypes career aspirations ability beliefs self-efficacy Thailand, Introduction The proportion of high school and college graduates who become scientists and engineers in Thailand is very small compared with other Asian countries and industrialised countries (Bhumirat, 2008, p. [...]

The causa sui is the best self-contradiction that has yet been conceived, it is a sort of logical violation and unnaturalness; but the extravagant pride of man has managed to [...]

A growing number of studies on entrepreneurial motivation, intentions, and behavior include entrepreneurial self-efficacy (ESE) as an explanatory variable. While there is broad consensus among researchers on the importance of [...]

Theoretical and empirical relations between personality traits and motive dispositions were investigated by comparing scores of 315 undergraduate psychology students on the NEO Personality Inventory--Revised and the Achievement Motives Scale. Analyses showed all NEO Personality Inventory--Revised factors except agreeableness were significantly correlated with the motive for success and the motive to avoid failure. A structural equation model showed that motive for success was predicted by Extraversion, Openness, Conscientiousness, and Neuroticism (negative relation), and motive to avoid failure was predicted by Neuroticism and Openness (negative relation). Although both achievement motives were predicted by several personality factors, motive for success was most strongly predicted by Openness, and motive to avoid failure was most strongly predicted by neuroticism. These findings extended previous research on the relations of personality traits and achievement motives and provided a basis for the discussion of motive dispositions in personality. The results also added to the construct validity of the Achievement Motives Scale.

Two studies were conducted to examine the utility of the revised social-cognitive model of achievement motivation to explain leisure-time exercise motivation. The core antecedent constructs in the model are implicit self-theories and perceived competence. The 2 X 2 achievement goal framework replaces the classic task and performance goal orientation approach. In the main study, 386 participants completed measures assessing the revised social-cognitive model of achievement motivation constructs as well as motivation for leisure-time exercise. A second study (N = 148) was conducted to determine whether the main study results could be replicated Mediation and suppression analyses were conducted The results of both investigations were very similar and supported several theoretical predictions of the revised model Specifically, mastery-approach and performance-avoidance goals consistently processed entity and incremental theory as well as confidence with regard to exercise motivation. Future directions examining the utility of the revised model compared to the original model are discussed., Despite the numerous proven physical and psychological benefits associated with regular physical activity, current statistics suggest that over 50% of the adult population in the United States do not engage [...]

The present study advances understanding of (a) the development of achievement goals, (b) the changing association of achievement goals and achievement over time, and (c) the implications of changes in achievement goals for changes in achievement over time. African American and European American adolescents' (N = 588) achievement goals and subsequent achievement were assessed at 4 time points (fall and spring of 6th and 7th grades) and modeled using growth-curve analytic techniques. There was an overall decline in all 3 types of achievement goals (mastery, performance-approach, and performance-avoidance goals), because of within-year rather than between-year decreases. The association between mastery goals and achievement was null at Time 1 and then positive at the following 3 time points. The association between performance-approach goals and achievement went from negative to null across time. Changes in students' goals, as well as their initial levels of goals, were particularly important in understanding how mastery goals foreshadow achievement. The implications of the findings for both theory and practice are discussed. Keywords: achievement goal orientation, middle-school transition, adolescence, motivation, achievement

Emphasizing the developmental need for positive peer relationships, in this study the authors tested a social-contextual view of the mechanisms and processes by which early adolescents' achievement and peer relationships may be promoted simultaneously. Meta-analysis was used to review 148 independent studies comparing the relative effectiveness of cooperative, competitive, and individualistic goal structures in promoting early adolescents' achievement and positive peer relationships. These studies represented over 8 decades of research on over 17,000 early adolescents from 11 countries and 4 multinational samples. As predicted by social interdependence theory, results indicate that higher achievement and more positive peer relationships were associated with cooperative rather than competitive or individualistic goal structures. Also as predicted, results show that cooperative goal structures were associated with a positive relation between achievement and positive peer relationships. Implications for theory and application are discussed. Keywords: goal structures, middle school, achievement, relationships, cooperation Supplemental materials: http://dx.doi.org/10.1037/0033-2909.134.2.223.supp

The matching hypothesis asserts that it is the matching of the employee and the firm rather than the qualifications of the employee alone that matter. Using a unique and large data set of college football coaches, we perform two different tests of the matching hypothesis. The relative accuracy with which performance in college football is observed allows for a direct test of matching. We find that matching is a significant factor in team performance. A good match accounts, on average, for approximately a 5 percent improvement in performance. We also find that the hazard rate is increasing for the first five years and then subsequently decreasing over a coach's tenure. Our evidence is consistent with a four- or five-year contracting period for college football coaches., Introduction College football coaches occupy a unique position in college athletics and athletics in general. College football is the most prominent college sport. Unlike professional football, a successful coach over [...]

The present research examined the nature of stability and change in achievement goal endorsement over time, using 4 complementary data-analytic approaches (differential continuity, mean-level change, individual-level change, and ipsative continuity). Three longitudinal studies were conducted in college classrooms; in each study, achievement goals were assessed prior to a series of 3 course examinations. All 3 studies yielded evidence for consistent patterns of both stability and change in each achievement goal under consideration. Fear of failure was linked to greater change in individuals' achievement goal clusters over time. Implications of the present findings for understanding the important and overlooked issue of achievement goal stability and change are discussed. Keywords: achievement, goal, stability, change, motivation

For federal agencies to better manage and budget for their operations, Congress has enacted laws meant to address certain deficiencies. These laws require agencies to report on their progress in improving performance management, financial management, and information technology. Taken together, the laws require numerous reports, some of which are not as useful as they could be. In response to this problem, Congress has allowed agencies to consolidate their reports. An agency can now offer an integrated picture of performance in one report. Consolidated reporting can lead to better information for decision-makers in Congress, the executive branch, and the public. Keywords: performance management, performance reporting

The authors argue that implicit negotiation beliefs, which speak to the expected malleability of negotiating ability, affect performance in dyadic negotiations. They expected negotiators who believe negotiating attributes are malleable (incremental theorists) to outperform negotiators who believe negotiating attributes are fixed (entity theorists). In Study 1, they gathered evidence of convergent and discriminant validity for the implicit negotiation belief construct. In Study 2, they examined the impact of implicit beliefs on the achievement goals that negotiators pursue. In Study 3, they explored the causal role of implicit beliefs on negotiation performance by manipulating negotiators' implicit beliefs within dyads. They also identified perceived ability as a moderator of the link between implicit negotiation beliefs and performance. In Study 4, they measured negotiators' beliefs in a classroom setting and examined how these beliefs affected negotiation performance and overall performance in the course 15 weeks later. Across all performance measures, incremental theorists outperformed entity theorists. Consistent with the authors' hypotheses, incremental theorists captured more of the bargaining surplus and were more integrative than their entity theorist counterparts, suggesting implicit theories are important determinants of how negotiators perform. Implications and future directions are discussed. Keywords: negotiation, achievement motivation, implicit theories

In this research, the authors questioned the statistical independence of implicit and explicit motives. Their first aim was to identify a methodological factor that may have weakened implicit-explicit motive correlations in past research. Their second aim was to identify personality traits that moderate implicit-explicit motive congruence. They found that implicit and explicit need for achievement (nAch) are significantly correlated, but only if the implicit and explicit measures are matched in content. Three traits were found to uniquely moderate the relationship between implicit and explicit nAch: private body consciousness, self-monitoring, and preference for consistency. These findings indicate that implicit and explicit nAch are systematically related and suggest that some individuals may use implicit nAch as a foundation for the development of explicit nAch. Keywords: implicit and explicit motives; congruence; moderation; self-monitoring; interoception; private body consciousness

This study investigated the relationship between motivational climates, personal achievement goals, and three different aspects of social loafing in football (soccer). 170 male competitive football players completed questionnaires assessing perceived motivational climate, achievement goal, and measures of perceived social loafing (anticipation of lower effort amongst their teammates and themselves). The results indicated a marginal but significant positive relationship between an ego-oriented achievement goal and perceived social loafing. In addition, a mastery climate was negatively associated with perceived social loafing and anticipation of lower effort of team members, particularly for athletes who also strongly endorsed a task-oriented achievement goal. A performance climate, in contrast, related positively with these two aspects of social loafing. A mastery climate also related negatively to the third aspect of social loafing, i.e., players' readiness to reduce their own effort in response to their perception of social loafing among their teammates.

Abstract Purpose--This paper seeks to evaluate the risk-adjusted performance of the largest US-based equity mutual funds using rigorous analysis grounded in modern portfolio theory and present the results in a [...]

Although many efforts to improve the effectiveness of government agencies target bureaucratic red tape, little academic work has evaluated the implications of red tape for organizational performance. This article proposes and tests a model of organizational effectiveness that explicitly accounts for red tape and the mitigating effect of organizational culture. This multimethod study uses both quantitative data from questionnaires and qualitative data from in-depth interviews. Findings suggest that red tape in human resource systems and information systems has a negative effect on organizational effectiveness. However, a dimension of organizational culture, namely developmental, mitigates the negative effects of bureaucratic red tape. KEYWORDS: budgeting, organizational effectiveness, performance management, red tape

This study uses a case study of the Substance Abuse and Mental Health Services Administration (SAMHSA) to investigate the governance challenges of implementing the Government Performance and Results Act (GPRA) in recent years. Interdepartmental rivalry and lack of coordination, the complex relationship between the federal government and state governments in managing programs, and challenges in balancing diverse stakeholders' demands have made the strategic planning exercise of GPRA an uphill battle. The situation is further complicated by the conflicting demands from GRPA and the Performance Assessment Tool and the assertiveness of the White House in its performance budgeting initiatives in recent years. The case shows that implementation of GPRA inevitably involves many governance challenges and redistribution of power among various political actors. KEYWORDS: governance of performance measurement, Government Performance and Results Act, Performance Assessment Rating Tool

Through its development and use of the Program Assessment Rating Tool, the U.S. Office of Management and Budget promises to turn performance from a strategic instrument of government to a more instrumental accountability strategy through linking performance with consequences for funding and program design. The administration hopes to highlight the relative value of a program and--presumably, by extension--to exert pressure to use this information in congressional deliberations to make resource decisions. However, the linkage of performance metrics with the budget and policy agendas of particular political actors carries its own risks and challenges as well. It is unlikely that the broad range of actors whose input is critical to decisions will use performance information unless they believe it is credible and reliable and reflects a consensus about performance goals among a community of interested parties. Similarly, the measures used to demonstrate progress toward a goal, no matter how worthwhile, cannot appear to serve a single set of interests without potentially discouraging use of this information by others. KEYWORDS: Government Performance and Results Act of 1993, performance measures, performance metrics, U.S. Office of Management and Budget

Performance management and performance measurement have become central topics in public sectors across the globe. Dissatisfaction with the performance of government organizations has become a pervasive element in the world [...]

In four of the five experiments presented by Bargh and colleagues, achievement-related words to prime the goal of doing well subsequently led to better achievement. However, as the experiments used verbs for achievement words and nouns as neutral words, the results might be due to confounding conditions. To avoid this problem, we conducted an online experiment with a 2 (achievement-priming: achievement words, neutral words) x 2 (word class: verbs, nouns) factorial design. 89 men and 123 women whose mean age was 25.8 yr. (SD = 7.1), who were recruited via a student e-mail list of the university and former participants in other experiments, took part. Barge, et al.'s findings that the achievement content is responsible for the priming effect were confirmed. Moderator effects of task difficulty and achievement motivation are discussed.

In two studies, individuals' dominant achievement goals were assessed using a new, simple, and conceptually precise measure based on Elliot and McGregor's (2001) 2 x 2 framework. Next, the four groups were compared in terms of achievement-relevant variables, including need for achievement, perfectionism, perceived competence, interest, and graded performance. As expected, a very high percentage (approximately 85%) of people indicated they had a dominant achievement goal. Furthermore, the results suggest that individuals with different dominant achievement goals have clear, distinct profiles that can be characterized as positively valenced (mastery-approach ), both positively and negatively valenced (performance-approach), negatively valenced (performance-avoidance), of neither positively nor negatively valenced (mastery-avoidance). Keywords: motivation; avoidance; self-efficacy; affectivity; perfectionism; regulatory focus

A method of distinguishing between capabilities and achievements is presented. The study also suggests methods for developing capability indicators.

The relations among year of eligibility, sex, and achievement motivation were investigated with 88 athletes representing three levels of collegiate eligibility (Year 1, Year 2/3, and Year 4) by sex. Participants were given Achievement Motivation subscales for Sporting Environments (approach success practice, approach success competition, failure-avoidance practice, failure-avoidance competition). A 3 x 2 analysis of variance showed significant main effects for year of eligibility and sex, and an interaction for age x sex for the failure-avoidance competition scores. Mean approach-success and failure-avoidance practice scores were not significantly different. Fear of failure may be less for male athletes in Year 4 of eligibility.

Personal success at work can attract hostility from others, but does the achiever's own personality influence how well they cope with that hostility? In a first exploratory study of core [...]

A brief description on the 'aspirational' phenomenon, a central object of political discussion is presented, wherein the term is applicable for those people who enjoy material comfort and for those who have achieved rather than desired. The aspirationals are imagined in a range of contrary ways, young, identified through patterns of consumption, self-employed, selfish, uncommitted, and particular.

The controversy regarding the attitude promoting economic development is analyzed through a broader conceptual framework. It is concluded that both achievement motivation and trust syndrome are needed to promote economic growth.

The intergenerational transmission of fear of failure was examined in two studies with undergraduates and their parents. Parent-undergraduate concordance in fear of failure was documented for mothers and fathers, controlling for parents' and undergraduate's impression management and self-deceptive enhancement response tendencies. Love withdrawal was validated as a mediator of parent-undergraduate concordance in fear of failure for mothers but not for fathers. Mothers' and fathers' fear of failure was also a positive predictor of undergraduate's adoption of performance-avoidance goals in the classroom, and undergraduate's fear of failure was shown to mediate this relationship. Fathers 'fear of failure was also a negative predictor of undergraduate's mastery goal adoption, and this relationship was likewise mediated by undergraduate's fear of failure. The results are discussed in terms of the reorienting of positive, appetitive achievement motivation toward negative, aversive achievement motivation. Keywords: motive; goals; achievement; failure; avoidance

While many educators find that critical pedagogy appeals ideologically, some have found the transition from ideology to praxis difficult. One route for making the transition from theory to practice combines critical pedagogy with interactive performance practice. This combination creates a learning community that empowers participants, which generates critical understanding, and which promotes transformation--all goals of critical pedagogy and the interactive performance techniques of Augusto Boal. In one enactment of Boal's Theatre of the Oppressed, student performers created an interactive drama that explored issues of body image and related social pressures. As a result of their participation in the process, they learned about personal behaviors related to eating and body image, initiated critiques of cultural norms and expectations, and developed a richer understanding of the performance process. Keywords: critical pedagogy; interactive theatre; performance studies; Forum Theatre; Theatre of the Oppressed; Augusto Boal

C. Midgley et al. (2001) raised important questions about the effects of performance-approach goals. The present authors disagree with their characterization of the research findings and implications for theory. They discuss 3 reasons to revise goal theory: (a) the importance of separating approach from avoidance strivings, (b) the positive potential of performance-approach goals, and (c) identification of the ways performance-approach goals can combine with mastery goals to promote optimal motivation. The authors review theory and research to substantiate their claim that goal theory is in need of revision, and they endorse a multiple goal perspective. The revision of goal theory is underway and offers a more complex, but necessary, perspective on important issues of motivation, learning, and achievement.

In examining the relationship between managerial ownership and firm performance, fixed effects estimators may not detect an effect because managerial ownership changes slowly from year to year.

The authors introduce a new measure of basic-level performance (strategy length and internal practicability; SLIP). SLIP implements 2 computational constraints on the organization of categories in a taxonomy: the minimum number of feature tests required to place the input in a category (strategy length) and the ease with which these tests are performed (internal practicability). The predictive power of SLIP is compared with that of 4 other basic-level measures: context model, category feature possession, category utility, and compression measure, drawing data from other empirical work, and 3 new experiments testing the validity of the computational constraints of SLIP using computer-synthesized 3-dimensional artificial objects.

Byline: B. Gavish (1), J.H. Gerdes (2), J. Kalvenes (3) Keywords: anonymous; encryption; equity-based; GDSS; group decision support; performance-based; rewards Abstract: Research has shown that both the support of anonymity and the use of appropriate incentives can lead to improved group performance. Anonymity enables a more open discussion resulting in a more critical analysis of a problem. Rewards can motivate individuals to cooperate, giving them the incentive to share valuable information with the group. Unfortunately, these two mechanisms are both dependent on the ability to identify the contributor. Anonymity hides the identity of the contributor, while the support of individualized, performance-based rewards requires the rewarding agent to be able to determine the identity of the contributor. This contradictory requirement has prevented the simultaneous used of anonymity and performance-based rewards in decision making. Using group decision support systems as a basis, this work identifies procedures to simultaneously support participant anonymity and performance-based rewards. Mechanisms based on public key encryption technologies are presented which make it possible to distribute individual rewards to anonymous contributors, guarantee that only the contributor can claim a reward for her contribution, verify that a reward has been distributed, and be able to deliver this reward in such a way that the identity of the anonymous contributor is protected. This is accomplished without the rewarding agent ever knowing the identity of the recipient. Author Affiliation: (1) Eugene J. and Ruth F. Constantin Distinguished Chair in Business, Edwin L. Cox School of Business, Southern Methodist University, USA (2) Anderson Graduate School of Management, University of California, Riverside, CA, USA (3) Cox School of business, Southern Methodist University, USA Article History: Registration Date: 09/10/2004

Byline: Renate B. Soyer (1), Janet L. Rovenpor (2), Richard E. Kopelman (3) Abstract: Relationships were posited between two personality constructs--narcissism and achievement motivation--and three facets of the sales role: attraction, satisfaction and performance. As predicted, currently and previously employed salespeople were more narcissistic and had stronger needs for achievement than individuals who were never employed in sales. Narcissism was positively associated with overall sales satisfaction and with level of comfort with ethically questionable sales behaviors narcissism was unrelated to sales performance. In contrast, need for achievement was unrelated to sales satisfaction, negatively related to comfort with ethically questionable sales behaviors, but positively related to sales performance. Practical implications of these findings for sales recruiters and trainers are discussed. Author Affiliation: (1) Baruch College/Cornell University, USA (2) Manhattan College, USA (3) Baruch College, USA Article History: Registration Date: 30/09/2004

Prediction models for assessing performance-related anxiety can use correlations between a variety of achievement goal factors for reliable analysis. Confidence is affected by perceived ability, personal standards and task goals. Cognitive anxiety is influenced by perfectionism, ego, and concern over errors. Somatic anxiety is impacted by doubts about action.

Study 1 demonstrated that as individuals' promotion-related ideal strength increases, performance on an anagram task is greater for a monetary task incentive framed in terms of gains and nongains (i.e., promotion framed) than one framed in terms of losses and nonlosses (i.e., prevention framed), whereas the reverse is true as individuals' prevention-related ought strength increases. Study 2 further demonstrated that with promotion-framed task incentives, individuals' ideal strength increases motivation for promotion-related goal attainment means (gaining points), whereas with prevention-framed task incentives, individuals' ought strength increases motivation for prevention-related means (avoiding losing points). These results suggest that motivation and performance are greater when the regulatory focus of task incentives and means match (vs. mismatch) the chronic regulatory focus of the performers.

The present research investigated one antecedent and various consequences of pursuing avoidance personal achievement goals over the course of a semester. The authors assessed participants' achievement-relevant goals using the newly devised Achievement Goals Questionnaire. The motive to avoid failure, assessed with self-report and projective measures, was established as an antecedent of avoidance goal pursuit. Avoidance regulation was shown to have deleterious consequences for a host of achievement-relevant and general well-being outcomes at the end of the semester, including longitudinal change in subjective well-being. Perceived competence was validated as a mediator of the direct relationships observed. The results highlight the need to attend to avoidance, as well as approach, forms of self-regulation and the need to consider both motive disposition and goal constructs in accounting for competence-relevant behavior.

Although much has been written about 'workaholism,' rigorous research and theoretical development on the topic is in its infancy. We integrate literature from multiple disciplines and offer a definition of workaholic behavior. We identify three types of workaholic behavior patterns: compulsive-dependent, perfectionist, and achievement-oriented workaholism. A preliminary model is proposed; it identifies potential tinkages between each type of workaholism pattern and important outcomes such as performance, job and life satisfaction, and turnover. Specific propositions for future research are articulated. We conclude that, depending on the type of workaholic behavior pattern, workaholism can be good or bad, and its consequences may be experienced or evaluated differently by individuals, organizations, and society at large. Researchers and managers should avoid making judgments about the positive or negative effects of workaholism until more carefully controlled research has been published. KEY WORDS: workaholism; work and life satisfaction; achievement orientation; perfectionism., Literature from various disciplines is reviewed to develop a definition of workaholic behavior. Three types of behavioral patterns are identified: perfectionist, compulsive-dependent and achievement-oriented workaholism. A preliminary model is presented that identifies potential connections between these patterns and such outcomes as work performance, employee turnover, and job and life satisfaction. Implications for future research are discussed.

French male and female children performed a cognitive-perceptual task while anticipating or not public comparisons of their score with probably less fortunate others at a time when concerns about fitting in to social expectations were maximized. As predicted, boys performed better and girls poorer when social comparison was anticipated than when it was not. This suggested that task performance can depend on the compatibility of the social context of cognition with gender motivations or appropriate norms.

A study conducted to analyze the attitudes of people toward failure as a result of lack of ability and lack of effort reveals that failure due to lack of ability is viewed more favorably than failure due to lack of effort. Positive personal motivation results in better performance. Social motivation requires help from another individual. The study distinguishes the similarities and variations between social and personal motivation using process and functional interpretations.