scholarly journals HIGH BAS AND LOW BIS IN OVERCONFIDENCE, AND THEIR IMPACT ON MOTIVATION AND SELF-EFFICACY AFTER POSITIVE AND NEGATIVE PERFORMANCE

2017 ◽  
Vol 10 (3) ◽  
pp. 297 ◽  
Author(s):  
Dino Krupić
Keyword(s):  
Self Efficacy ◽  
Approach And Avoidance ◽  
Sensitivity To Reward ◽  
Performance Outcome ◽  
Avoidance Motivation ◽  
Self Confidence ◽  
Reinforcement Sensitivity ◽  
Approach Avoidance ◽  
The Relationship ◽  
Sensitivity To Punishment

Self-confidence, motivation, and performance outcome are vital for goal-directed behaviour. However, people do not react to a positive and negative performance in the same way. This study examines (a) the relationship between self-confidence and approach/avoidance motivation, and (b) how approach- and avoidance-oriented individuals respond to a performance outcome. The study was conducted on 93 participants. The first part of the study examined the relationship between self-confidence and approach/avoidance motivation within Reinforcement sensitivity theory, while the second part examined changes in motivation and self-efficiency in overconfident, avoidance- and approach-oriented individuals, following the positive and negative performance. Approach and avoidance tendencies were assessed by Reinforcement Sensitivity Questionnaire (RSQ) and Sensitivity to Punishment Sensitivity to Reward Questionnaire (SPSRQ). Correlational analysis showed that the Behavioural Approach System (BAS) and Sensitivity to Reward (SR) correlated positively, while Behavioural Inhibition System (BIS) and Sensitivity to Punishment (SP) correlated negatively with confidence. In addition, moderated regression analysis showed that (a) high BIS, SP and SR individuals were strongly demotivated following the negative performance, (b) while overconfident and high BAS individuals maintained their initial motivation. On the other hand, motivation in high SR, but not in the high BAS and overconfident individuals, increased after the positive performance. None of the scales predicted the change of self-efficacy either after the positive or negative performance. High BAS and low BIS in overconfident individuals may explain why they strive more toward the final goal despite drawbacks. The theoretical and practical implications of findings are discussed in the paper.

General Factor of Personality Questionnaire (GFPQ): Only one Factor to Understand Personality?

2010 ◽  
Vol 13 (1) ◽  
pp. 5-17 ◽  
Author(s):  
Salvador Amigó ◽  
Antonio Caselles ◽  
Joan C. Micó
Keyword(s):  
Emotional Disorders ◽  
Sensation Seeking ◽  
Personality Factors ◽  
General Factor ◽  
Eysenck Personality Questionnaire ◽  
Personality Questionnaire ◽  
Approach And Avoidance ◽  
Sensitivity To Reward ◽  
General Factor Of Personality ◽  
Sensitivity To Punishment

This study proposes a psychometric approach to assess the General Factor of Personality (GFP) to explain the whole personality. This approach defends the existence of one basic factor that represents the overall personality. The General Factor of Personality Questionnaire (GFPQ) is presented to measure the basic, combined trait of the complete personality. The questionnaire includes 20 items and is constituted by two scales with 10 items each one: the Extraversion Scale (ES) and the Introversion Scale (IS). The GFPQ shows adequate internal consistency and construct validity, while the relationships with the personality factors of other models and with psychopathology are as expected. It correlates positively and significantly with Extraversion (E) and Psychoticism (P), and negatively with Neuroticism (N) of Eysenck's EPQ (Eysenck Personality Questionnaire); it correlates positively and significantly with the Sensation Seeking Scaled (SSS) of Zuckerman, and is inside the expected direction with Sensitivity to Reward (SR) and Sensitivity to Punishment (SP) of the Sensitivity to Punishment and Sensitivity to Reward Questionnaire (SPSRQ), which represent the approach and avoidance trends of behavior, respectively. It not only relates negatively with the personality disorders of the anxiety spectrum, but also with the emotional disorders in relation to anxiety and depression, and it relates positively with the antisocial personality disorder.

scholarly journals Love to Win or Hate to Lose? Asymmetry of Dopamine D2 Receptor Binding Predicts Sensitivity to Reward versus Punishment

2014 ◽  
Vol 26 (5) ◽  
pp. 1039-1048 ◽  
Author(s):  
Rachel Tomer ◽  
Heleen A. Slagter ◽  
Bradley T. Christian ◽  
Andrew S. Fox ◽  
Carlye R. King ◽  
...  
Keyword(s):  
Receptor Binding ◽  
Dopamine D2 Receptor ◽  
Self Report ◽  
Approach And Avoidance ◽  
Sensitivity To Reward ◽  
Avoidance Motivation ◽  
Approach And Avoidance Motivation ◽  
Dopamine Signaling ◽  
Dopamine Receptor Binding ◽  
Motivational Bias

Humans show consistent differences in the extent to which their behavior reflects a bias toward appetitive approach-related behavior or avoidance of aversive stimuli [Elliot, A. J. Approach and avoidance motivation. In A. J. Elliot (Ed.), Handbook of approach and avoidance motivation (pp. 3–14). New York: Psychology Press, 2008]. We examined the hypothesis that in healthy participants this motivational bias (assessed by self-report and by a probabilistic learning task that allows direct comparison of the relative sensitivity to reward and punishment) reflects lateralization of dopamine signaling. Using [F-18]fallypride to measure D2/D3 binding, we found that self-reported motivational bias was predicted by the asymmetry of frontal D2 binding. Similarly, striatal and frontal asymmetries in D2 dopamine receptor binding, rather than absolute binding levels, predicted individual differences in learning from reward versus punishment. These results suggest that normal variation in asymmetry of dopamine signaling may, in part, underlie human personality and cognition.

scholarly journals Developing Intercultural Efficiency: The Relationship between Cultural Intelligence and Self-Efficacy

2021 ◽  
Vol 10 (8) ◽  
pp. 312
Author(s):  
Petr Wawrosz ◽  
Miroslav Jurásek
Keyword(s):  
University Students ◽  
Work Experience ◽  
Self Efficacy ◽  
Cultural Intelligence ◽  
Endogenous Variable ◽  
Categorical Variables ◽  
Multivariate Method ◽  
Self Confidence ◽  
And Gender ◽  
The Relationship

Cultural intelligence measures an individual’s ability to succeed in a culturally unknown environment. Self-efficacy expresses self-confidence in one’s own ability to handle a situation. The two concepts are closely linked, as confirmed by a number of previous studies. Using the multivariate method PLS-SEM, the predictive effect of CQ on self-efficacy is investigated; compared to previous studies, the relationship causality is reversed. A sample of 190 university students was also tested for how this relationship is moderated by two categorical variables: work experience abroad and gender. The results showed that cultural intelligence is a predictor of intercultural self-efficacy in communication. Its impact on the endogenous variable (self-efficacy) is rather weak, but significantly strengthened by work experience abroad. Gender has no effect on this relationship.

The curvilinear relationship between within-person creative self-efficacy and individual creative performance: the moderating role of approach/avoidance motivations

2020 ◽  
Vol 49 (9) ◽  
pp. 2073-2091
Author(s):  
Ci-Rong Li ◽  
Yanyu Yang ◽  
Chen-Ju Lin ◽  
Ying Xu
Keyword(s):  
Self Efficacy ◽  
Self Regulation ◽  
Curvilinear Relationship ◽  
Creative Performance ◽  
Content Type ◽  
Avoidance Motivation ◽  
Level Model ◽  
Approach Avoidance ◽  
Creative Self

PurposeThis research adopts a dynamic self-regulation framework to test whether there is a curvilinear relationship between creative self-efficacy and individual creative performance at the within-person level. Furthermore, to establish a boundary condition of the predicted relationship, the authors build a cross-level model and examine how approach motivation and avoidance motivation moderate the complex relationship between creative self-efficacy and individual creative performance.Design/methodology/approachTo obtain results from a within-person analysis, the authors collect multi-source data from 125 technicians who provided monthly reports over an 8-month period.FindingsThe authors find evidence of an inverted U-shaped relationship between creative self-efficacy and individual creative performance at the within-person level and differential moderating effects of approach/avoidance motivations.Originality/valueThis study is one of the first to challenge the assumption that creative self-efficacy always has a positive linear relationship with creativity. It provides a more complete view of the complex pattern between creative self-efficacy and creativity at the within-person level.

Mediating effects of perceived environment support and knowledge sharing between self-efficacy and job performance of SME employees

2019 ◽  
Vol 51 (6) ◽  
pp. 342-359 ◽  
Author(s):  
Khahan Na-Nan ◽  
Salitta Saribut ◽  
Ekkasit Sanamthong
Keyword(s):  
Job Performance ◽  
Knowledge Sharing ◽  
Self Efficacy ◽  
Structural Equation ◽  
Positive Influence ◽  
Performance Model ◽  
Content Type ◽  
Environmental Support ◽  
Self Confidence ◽  
The Relationship

PurposeCurrently, small and medium-sized enterprises (SMEs) concentrate on developing their employees’ potential to ensure high job performance. Enhancing the perception of efficacy is important to encourage employees to perform their responsibilities with increased self-confidence. Perceived environmental support and knowledge sharing are also significant factors that boost employees’ potential to achieve targets. The purpose of this paper is to examine how self-efficacy (SE) relates both directly and indirectly to employee job performance through perceived environmental support and knowledge sharing.Design/methodology/approachEmpirical data were garnered from a sample of 344 admins working at SMEs in Central Thailand and structural equation modelling was used to test the proposed relationships.FindingsSE had a strong positive influence on employee job performance, perceived environmental support and knowledge sharing, while perceived environmental support and knowledge sharing positively influenced employee job performance. Perceived environmental support and knowledge sharing were considered to be partial mediating factors of SE in the employee job performance model.Originality/valueThis research extends understanding of the relationship between SE and employee job performance. The findings shed light on mediating roles of perceived environmental support and knowledge sharing regarding the relationship between SE and employee job performance.

An analysis of reinforcement sensitivity theory and the five‐factor model

2007 ◽  
Vol 21 (7) ◽  
pp. 869-887 ◽  
Author(s):  
John T. Mitchell ◽  
Nathan A. Kimbrel ◽  
Natalie E. Hundt ◽  
Amanda R. Cobb ◽  
Rosemery O. Nelson‐Gray ◽  
...  
Keyword(s):  
Sensation Seeking ◽  
Factor Model ◽  
Five Factor Model ◽  
Empirical Work ◽  
Reinforcement Sensitivity Theory ◽  
Negatively Associated ◽  
Sensitivity Theory ◽  
Reinforcement Sensitivity ◽  
The Relationship ◽  
Sensitivity To Punishment

Reinforcement Sensitivity Theory (RST) and the Five‐Factor Model (FFM) are two prominent personality accounts that have emerged from different backgrounds. Although the two accounts are applied to similar research topics, there is limited empirical work examining the correspondence between them. The current study explored the relationship between RST‐based personality traits and the FFM domains and facets in an undergraduate sample (n = 668). Regression analyses indicated that Sensitivity to Punishment (SP) was positively associated with Neuroticism and Agreeableness, and negatively associated with Extraversion, Openness, and Conscientiousness. In contrast, Sensitivity to Reward (SR) was positively associated with Extraversion and Neuroticism, and negatively associated with Agreeableness and Conscientiousness. Exploratory analyses at the facet level specified the relationship between SP, SR, and each domain. A factor analysis was also conducted to explore the higher‐order factor structure of RST and the FFM domains. Three factors emerged, which we labelled SP, Stability‐Impulsivity, and Sensation Seeking. Taken together, these findings suggest that there is substantial overlap between these two accounts of personality. Copyright © 2007 John Wiley & Sons, Ltd.

Adapting to Frequent Changes: The Roles of Job Crafting and Personal Needs

2021 ◽  
pp. 002188632110260
Author(s):  
Lu Chen ◽  
Kaixuan Tang
Keyword(s):  
Self Regulation ◽  
Negative Relationship ◽  
Job Crafting ◽  
Matched Sample ◽  
Approach And Avoidance ◽  
Transactional Theory ◽  
Approach Avoidance ◽  
The Relationship ◽  
Practical Implications ◽  
Human Connection

Drawing on the transactional theory of stress and self-regulation theory, we propose a conceptual framework to examine how change frequency relates to approach or avoidance adaptations. Multiwave, multisource data from a matched sample of 424 subordinates and their supervisors indicate that (a) approach and avoidance crafting mediates the negative relationship between change frequency and adaptivity, (b) the need for human connection weakens the relationship between change frequency and approach–avoidance crafting, (c) the need for control strengthens the relationship between change frequency and approach–avoidance crafting, and (d) change frequency has a weakened (strengthened) indirect effect on adaptivity via approach crafting and avoidance crafting when employees have a high need for human connection (control). This study expands the research on job crafting and adaptivity and provides practical implications for organizations undergoing or soon to undergo changes.

Sign in / Sign up

Export Citation Format

Share Document