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Although achievement goal theory is currently one of the dominant theoretical frameworks used to understand and improve student motivation (Brophy, 2004), little work has been done to evaluate the achievement goals of students with ADHD. After an initial review of achievement goal theory, the current study begins to address four research questions: What are the achievement goals of students with ADHD? How do achievement goals of students with ADHD differ from those of students without ADHD? How are achievement goals related to other academic outcome variables for students with ADHD? Can current instructional practices be altered to promote optimal goals and motivation of students with ADHD? Results revealed a number of interesting differences for students with ADHD, especially concerning performance-avoidance goals. Implications are discussed. (Contains 8 tables and 2 notes.)

Using social cognitive career theory as a theoretical foundation, we examined the relationship between mentor and protege organizational socialization as well as the mediating role of career, psychosocial, and role-modeling support received by proteges. We also examined the moderating role of mentorship formality in the relationship between mentor socialization and the receipt of career, psychosocial, and role-modeling support. Using survey data collected from 209 ongoing mentoring dyads from five banks in Taiwan, regression results indicated that mentor socialization was positively related to career functions and role modeling that proteges received, as well as protege socialization. Career support partially mediated the relationship between mentor socialization and protege socialization. Mentorship formality moderated the relationship between mentor socialization and psychosocial support, suggesting that the positive relationship between mentor socialization and psychosocial functions only bears out in informal mentoring relationships. We offer a discussion of the theoretical and practical implications of these findings.

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role modeling appear to be related to job satisfaction and organizational commitment through perceived organizational support. Perceived organizational support did not appear to mediate the relationship between other specific forms of mentoring support and job satisfaction and organizational commitment. (Contains 1 figure and 1 table.)

The current research extended the three-factor (mastery, performance-approach, and performance-avoidance) measure of achievement goals in a work domain to the four-factor conceptualization (in a 2 x 2 framework) by adding items to represent mastery-avoidance goals. Confirmatory factor analysis was conducted on two independent samples to evaluate the dimensionality of scores. Results from both samples indicated that after dropping 5 problematic mastery-avoidance items, responses to a reduced 18-item version of the instrument fit a four-factor model well. In addition, initial support for each of the four goal orientations having a unique relationship to theoretically related external criteria was found. Items in the 2x2 Framework of Achievement Goals for a Work Domain are appended. (Contains 5 tables.)

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1559-1816.2008.00372.x Byline: Lisa E. Baranik (a2), Adam W. Meade (b), Chad E. Lakey (a), Charles E. Lance (a), Changya Hu (c), Wei Hua (d), Alex Michalos (e) Abstract: We examined the differential item functioning (DIF) of Rosenberg's (1965) Self-Esteem Scale (RSES) and compared scores from U.S. participants with those from 7 other countries: Canada, Germany, New Zealand, Kenya, South Africa, Singapore, and Taiwan. Results indicate that DIF was present in all comparisons. Moreover, controlling for latent self-esteem, participants from individualistic countries had an easier time reporting high self-esteem on self-competence-related items, whereas participants from communal countries had an easier time reporting high self-esteem on self-liking items (Tafarodi & Milne, 2002). After adjusting for DIF, we found larger mean self-esteem differences between the countries than observed scores initially indicated. The suitability of the RSES, and the importance of examining DIF, for cross-cultural research are discussed. Author Affiliation: (a)The University of Georgia (b)North Carolina State University (c)National Taiwan University of Science and Technology (d)Singapore Management University (e)University of Northern British Columbia Article note: (2) Lisa Baranik, Department of Psychology, The University of Georgia, Athens, GA 30602-3013. E-mail: baranik@uga.edu

This study examines the relationship between mentoring support and protégé creativity in ongoing mentoring relationships. Protégés' job dissatisfaction and Chinese traditionality are identified as conditions under which the positive mentoring‐creativity relationship can be intensified in Chinese cultural settings. Based on data collected from 301 mentoring pairs, we found that mentoring support positively related to protégé creativity. Consistent with our predictions, protégé job dissatisfaction and Chinese traditionality both strengthened the positive relationship between mentoring support and protégé creativity. Furthermore, the positive relationship was strongest for protégés reporting high levels of dissatisfaction and Chinese traditionality. Implications for mentoring and protégé creativity are discussed. Key points: Mentoring support was positively related to protégé creative behavior.The positive relationship between mentoring support and protégé creative behavior was stronger among high Chinese traditionality protégés than low Chinese traditionality protégés.The positive relationship between mentoring support and protégé creative behavior was stronger among protégés reporting high job dissatisfaction. [ABSTRACT FROM AUTHOR]

Furloughs refer to placing employees on a temporary leave with no pay for the period of the leave. The current study draws from conservation of resources (COR) theory to examine how furloughs affect employees' experiences of burnout, work–family conflict, and life satisfaction. Results gathered from 212 individuals show that being furloughed during the 2013 U.S. federal government shutdown was associated with perceived personal resource loss, which was related to decreased life satisfaction and increased work–family conflict and physical, cognitive, and emotional burnout 5 weeks after the shutdown ended. The relationships between furlough status and all outcomes were fully mediated by perceived resource loss. Our findings show that furloughs can and do negatively affect employees and that these effects last long after the furlough has ended. [ABSTRACT FROM AUTHOR]

Summary: Despite its potential for advancing organizational behavior (OB) research, the topic of death awareness has been vastly understudied. Moreover, research on death awareness has predominantly focused on the anxiety‐provoking aspect of death‐related cognitions, thus overlooking the positive aspect of death awareness, death reflection. This gap is exacerbated by the lack of a valid research instrument to measure death reflection. To address this issue, we offer a systematic conceptualization of death reflection, develop the Death Reflection Scale, and assess its psychometric properties across four studies. Further, using a sample of 268 firefighters, we examine whether death reflection buffers the detrimental impact of mortality cues at work on employee well‐being and safety performance. Results provide strong support for the psychometric properties of the Death Reflection Scale. Further, moderation analysis indicates death reflection weakens the negative effect of mortality cues on firefighters' safety performance. Overall, these findings suggest the newly developed Death Reflection Scale will prove useful in future research on death‐related cognitions. [ABSTRACT FROM AUTHOR]

The present study sheds light upon critical factors that help explain the entrepreneurial success among Muslim women living in a democratic Tunisia, a Muslim-majority country considered by many to be the lone Arab Spring success story. We hypothesized that successful entrepreneurs need social capital, including the capital that comes from marriage and high levels of wasta (the Arabic concept of having personal connections with influential others). Moreover, given the lack of empirical attention paid to the role of the culture, language, and customs associated with Islam on women's empowerment, we examine whether religiosity is related to entrepreneurial performance among Tunisian women. Data collected with 84 female entrepreneurs participating in entrepreneurship training programs across Tunisia reveal that two forms of social capital, marital status and wasta, are related to training center directors' ratings of women entrepreneurs' performance, suggesting that social capital is a critical asset for Muslim women entrepreneurs. Religiosity, on the other hand, had no statistically significant relationship with entrepreneurial performance. Our study contributes to research on entrepreneurship by identifying wasta as a form of social capital that may be necessary for women entrepreneurs to succeed in the Middle East and North Africa and by taking an initial step towards better understanding the empirical (and controversial) relationship between religiosity and career success among Muslim women. We recommend that training organizations supporting entrepreneurs directly assist women in the development of social capital and acknowledge, rather than ignore, that nepotism and wasta are linked to entrepreneurial success in some cultures. [ABSTRACT FROM AUTHOR]

The current study examined job content plateaus, which occur when employees perceive a lack of future challenge or responsibility in their jobs. Although previous research has indicated that job content plateaus are related to poor job attitudes and outcomes, few studies have examined mediators of these relationships, a critical step in theory development. In this study, we tested a mediation model to examine the outcomes of job content plateaus among a sample of 118 hospital employees in Kenya. Job content plateaus were negatively related to job satisfaction and organizational citizenship behaviors directed at individuals (OCBIs). Job satisfaction was positively related to OCBIs and organizational citizenship behaviors aimed at organizations (OCBOs) and mediated the relationship between job content plateaus and OCBIs and OCBOs. [ABSTRACT FROM AUTHOR]

The current study examined employee outcomes associated with customer mistreatment, conceptualizing customer mistreatment as signaling failure regarding employees’ pursuit of task and social goals at work. We argue that employees make internal attributions when experiencing customer mistreatment and are likely to engage in rumination because of this perceived goal failure. The goal of this article was to test this conceptualization and examine the outcomes of customer mistreatment–induced rumination as well as emotional labor strategies as potential protective mechanisms against customer mistreatment. Findings from time-lagged data collected from 737 call-center customer representatives indicated that cognitive rumination mediated the relationship between customer mistreatment and supervisor-rated job performance, customer-directed sabotage, employee well-being, and emotional exhaustion. The second mediator, social sharing of negative events, mediated the relationship between customer mistreatment and emotional exhaustion only. As expected, cognitive rumination was positively related to customer sabotage and emotional exhaustion and negatively related to job performance and well-being. Social sharing of negative events was positively related to both well-being and emotional exhaustion. Finally, we found that deep acting, but not surface acting, buffered the effects of customer mistreatment on cognitive rumination and social sharing. Limitations, future research directions, and managerial implications are discussed. [ABSTRACT FROM AUTHOR]