Reducing self-discrepancies or maintaining self-congruence? Uncertainty orientation, self-regulation, and performance.

1995 ◽  
Vol 68 (3) ◽  
pp. 485-497 ◽  
Author(s):  
Christopher J. R. Roney ◽  
Richard M. Sorrentino
2008 ◽  
Author(s):  
Traci Sitzmann ◽  
Katherine Ely ◽  
Ruth Kanfer

2015 ◽  
Vol 46 (4) ◽  
pp. 431-454 ◽  
Author(s):  
Ernesto Panadero ◽  
Paul A. Kirschner ◽  
Sanna Järvelä ◽  
Jonna Malmberg ◽  
Hanna Järvenoja

2005 ◽  
Vol 10 (3) ◽  
pp. 175-186 ◽  
Author(s):  
Carol Sansone ◽  
Dustin B. Thoman

Abstract. Typically, models of self-regulation include motivation in terms of goals. Motivation is proposed to fluctuate according to how much individuals value goals and expect to attain them. Missing from these models is the motivation that arises from the process of goal-pursuit. We suggest that an important aspect of self-regulation is monitoring and regulating our motivation, not just our progress toward goals. Although we can regulate motivation by enhancing the value or expectancy of attaining the outcome, we suggest that regulating the interest experience can be just as, if not more, powerful. We first present our model, which integrates self-regulation of interest within the goal-striving process. We then briefly review existing evidence, distinguishing between two broad classes of potential interest-enhancing strategies: intrapersonal and interpersonal. For each class of strategies we note what is known about developmental and individual differences in whether and how these kinds of strategies are used. We also discuss implications, including the potential trade-offs between regulating interest and performance, and how recognizing the role of the interest experience may shed new light on earlier research in domains such as close relationships, psychiatric disorders, and females' choice to drop out of math and science.


2014 ◽  
Vol 13 (1) ◽  
pp. 1-10 ◽  
Author(s):  
Nele De Cuyper ◽  
Bert Schreurs ◽  
Tinne Vander Elst ◽  
Elfi Baillien ◽  
Hans De Witte

Impression management is typically seen as a means to achieve success. Little is known about potential side effects for the self, or about impression management aimed at prevention of loss. Here, we probe the relationship between exemplification (impression management aimed at acquiring the image of model employee) and performance and emotional exhaustion, accounting for the moderating role of job insecurity. We use the Resource Model of Self-regulation and the Conservation of Resources Theory to propose that the association of exemplification with performance and emotional exhaustion is more positive with increased job insecurity. Hypotheses were tested in a sample of 603 Peruvian workers using structural equation modeling (SEM). The pattern of results supported our hypotheses: Exemplification has unintended effects when workers feel insecure.


2020 ◽  
pp. 104225872092989
Author(s):  
Maike Lex ◽  
Michael M. Gielnik ◽  
Matthias Spitzmuller ◽  
Gabriel H. Jacob ◽  
Michael Frese

We adopt a self-regulation perspective to present a model of the development of passion in entrepreneurship. We argue that entrepreneurial self-efficacy and performance influence the two components of passion—positive feelings and identity centrality—over shorter and longer time horizons, respectively. Furthermore, we argue for the recursive effects of passion on entrepreneurial self-efficacy and performance. Three longitudinal studies with measurements over three weeks ( n = 65) and three months ( n = 150 and n = 180) support our hypotheses. We contribute to a theory of passion that integrates the different time horizons over which the components of passion change.


2020 ◽  
Vol 25 (7) ◽  
pp. 731-745
Author(s):  
Joshua C. Palmer ◽  
Wayne A. Hochwarter ◽  
Shuang (Sara) Ma ◽  
Gerald R. Ferris ◽  
Christian Kiewitz

PurposeDrawing upon cognitive control theory, we examine the effects of self-regulation failure (SRF) on the relationships between perceptions of organizational politics (POPs) and tension, exhaustion, satisfaction, work effort, perceived resource availability and performance/contribution.Design/methodology/approachWe test hypotheses across three unique studies (Study 1: 310 employees from various occupations; Study 2: 124 administrative/support employees; Study 3: 271 Chinese hotel managers) using hierarchical moderated regression analyses.FindingsAcross studies, results suggest that POPs had a minimal impact on work attitudes, behaviors and health-related outcomes when SRF was low. However, employees experiencing high SRF reported adverse consequences in high POPS settings.Research limitations/implicationsThese studies relied on self-report data. However, we implemented design features to mitigate potential concerns and analytic techniques to determine method effects. This paper contributed to the POPs literature by explaining how SRF and POPs interact to impact meaningful work outcomes.Practical implicationsLeaders should receive training to help them identify and address indicators of SRF. Leaders can also implement intervention programs to help calm employees who experience SRF.Social implicationsLeaders should receive training to help them identify and address indicators of SRF. Leaders can also implement programs to help assist employees who demonstrate adverse effects from SRF.Originality/valueThis paper integrates the research on SRF and politics to examine the collective impact these variables have on workers. Our three-study package also addresses the call for more studies to examine how politics operate across cultures.


2015 ◽  
Vol 40 (2) ◽  
pp. 117-125 ◽  
Author(s):  
Veronika Brandstätter ◽  
Marcel Herrmann

In emerging adulthood, being committed to and making progress on important personal goals constitutes a source of identity and well-being. Goal striving, however, does not always go without problems. Even though highly committed to a goal, individuals may experience recurring setbacks and, consequently, increasing doubts about the goal that might culminate in an action crisis, that is, an intra-psychic decisional conflict about whether to disengage from or to continue on their way. Action crises have been shown to lead to negative consequences on well-being and performance. Besides these negative consequences, however, an action crisis is hypothesized to have an adaptive side that is addressed in the present paper. Actively questioning the pursuit of a goal should allow for weighing up the focal goal against alternative and possibly more desirable goals. This open-minded re-evaluation, in the event of goal disengagement, is assumed to avoid the emergence of action crises in subsequently formed goals. As expected, in a longitudinal study over one and a half years with n = 207 freshman students, the degree of experienced action crisis prior to goal disengagement predicted the desirability and decisional certainty of the subsequently formed alternative goal. Theoretical implications of the results for research on self-regulation and identity formation in emerging adulthood are discussed.


Sign in / Sign up

Export Citation Format

Share Document