The Moderated Mediation Roles of Motivational Systems in the Interaction Effects of Distinct Self-discrepancy and Implicit Theories on Compensatory Consumption

2021 ◽  
Vol 34 (3) ◽  
pp. 661-687
Author(s):  
Li Wang ◽  
QIANQIAN ZHU ◽  
Nak Hwan Choi
Keyword(s):  
Implicit Theories ◽  
Moderated Mediation ◽  
Interaction Effects ◽  
Motivational Systems ◽  
Self Discrepancy ◽  
Compensatory Consumption

scholarly journals The influence of regulatory focus and self-discrepancy on cognition in younger and older adults

2021 ◽  
Author(s):  
Leann K. Lapp
Keyword(s):  
Regulatory Focus ◽  
Cognitive Aging ◽  
Regulatory Focus Theory ◽  
Prevention Focus ◽  
Motivated Cognition ◽  
Younger Adults ◽  
Motivational Systems ◽  
Cognitive Correlates ◽  
Self Discrepancy ◽  
Focus Theory

There exists substantial literature describing how the two motivational systems of promotion and prevention (Regulatory Focus Theory; Higgins, 1997) influence behaviour. However, the specific cognitive correlates of regulatory focus remain unclear. Furthermore, how regulatory focus may influence the course of cognitive aging is unknown. Experiment 1 compared healthy older and younger adults on Higgins' measure of self-discrepancy and explored relationships with cognition. Experiment 2 compared younger adults induced into either a promotion or prevention focus relative to a no-induction control condition on measures of cognition. The results from Experiment 1 revealed that while the magnitude of self-discrepancy remains constant across the lifespan, the evaluation and content of self goals changes with age. The results from Experiment 2 suggest that the effects of the regulatory focus induction are limited but specific to particular aspects of memory and perception. Overall, these findings may contribute to our understanding of aging and motivated cognition.

scholarly journals The influence of regulatory focus and self-discrepancy on cognition in younger and older adults

2021 ◽  
Author(s):  
Leann K. Lapp
Keyword(s):  
Regulatory Focus ◽  
Cognitive Aging ◽  
Regulatory Focus Theory ◽  
Prevention Focus ◽  
Motivated Cognition ◽  
Younger Adults ◽  
Motivational Systems ◽  
Cognitive Correlates ◽  
Self Discrepancy ◽  
Focus Theory

There exists substantial literature describing how the two motivational systems of promotion and prevention (Regulatory Focus Theory; Higgins, 1997) influence behaviour. However, the specific cognitive correlates of regulatory focus remain unclear. Furthermore, how regulatory focus may influence the course of cognitive aging is unknown. Experiment 1 compared healthy older and younger adults on Higgins' measure of self-discrepancy and explored relationships with cognition. Experiment 2 compared younger adults induced into either a promotion or prevention focus relative to a no-induction control condition on measures of cognition. The results from Experiment 1 revealed that while the magnitude of self-discrepancy remains constant across the lifespan, the evaluation and content of self goals changes with age. The results from Experiment 2 suggest that the effects of the regulatory focus induction are limited but specific to particular aspects of memory and perception. Overall, these findings may contribute to our understanding of aging and motivated cognition.

scholarly journals Exit, voice, loyalty, and neglect reactions to frequency of change, and impact of change

2016 ◽  
Vol 38 (4) ◽  
pp. 536-562 ◽  
Author(s):  
Muhammad Naseer Akhtar ◽  
Matthijs Bal ◽  
Lirong Long
Keyword(s):  
Organizational Change ◽  
Research Design ◽  
Psychological Contract ◽  
Behavioral Responses ◽  
Direct Interaction ◽  
Moderated Mediation ◽  
Interaction Effects ◽  
Mediation Effects ◽  
Content Type ◽  
Employee Behaviors

Purpose – The purpose of this paper is to examine how frequency of change (FC) in organizations and impact of change (IC) influence the employee behaviors, i.e. exit, voice, loyalty, and neglect (EVLN) through psychological contract fulfillment (PCF) as a mediator. The moderating role of successful past changes (SPC) is also assessed with direct and indirect relations of FC, and IC alongside employees’ behaviors. Design/methodology/approach – Hypotheses were tested among a sample of 398 financial services-oriented non-managerial-level employees in Pakistan. Bootstrapped moderated mediation analyses (using PROCESS macro) were conducted to test the main and moderated mediation effects. The authors ran series of confirmatory factor analyses to validate the distinctiveness of variables and their items in this study. Findings – The results largely supported the hypotheses. Findings showed that FC is negatively related to loyalty but positively related to exit, voice, and neglect behaviors via contract fulfillment. IC is also found to have negatively related to loyalty but positively related to exit, voice, and neglect via PCF. SPC was found to moderate the relation between FC, IC, and contract fulfillment, as well as the indirect relationship with exit, voice, and neglect through contract fulfillment and negatively between FC, IC, and loyalty through contract fulfillment. The authors found direct interaction effects of FC via SPC in relation to exit and loyalty and also found direct interaction effects of IC via SPC to exit, voice, and loyalty. Research limitations/implications – The use of cross-sectional research design does not allow conclusions with respect to causality. The most important implication of the study is that employee behaviors following organizational change can best be understood via a psychological contract framework. A future suggestion is to include more organizations based on longitudinal research design with focus on both employee and employer perspective. Practical implications – This study highlights the importance of employees’ behavioral responses and their sensemaking of PCF in a post-organizational change period. Originality/value – This study empirically investigated the effects of FC, and IC on fulfillment of psychological contract and behavioral responses of employees using a sample of non-managerial employees, and provides new insights into employee behaviors following organizational changes.

Motivation and Goal Pursuit

2012 ◽  
pp. 286-314
Author(s):  
Julie K. Norem
Keyword(s):  
Implicit Theories ◽  
Self Regulation ◽  
Goal Pursuit ◽  
Situational Factors ◽  
Goal Structure ◽  
Defensive Pessimism ◽  
Approach And Avoidance ◽  
Motivational Systems ◽  
Regulation Strategies ◽  
Implicit And Explicit

This chapter reviews motivation research that integrates person and situation perspectives. Personality and social psychologists pursue approaches to the study of human motivation that tend to be complementary and integrated, because they have had similar reactions to historical influences. Research tends to focus either on general motives, or on specific goals and goal pursuit processes. Within each focus, one can distinguish between implicit and explicit motives and goals, and approach and avoidance versions of motives and goal constructs. The chapter reviews implicit motive theory, self-determination theory, and research on goal structure, content, appraisal and pursuit. Implicit theories, life tasks, and self-regulation strategies (e.g., defensive pessimism) exemplify perspectives on motivation that integrate personal and situational factors using a functional approach. The chapter calls for further research on the relationship between implicit and explicit motivational variables, on congruence versus conflict in motivational systems, and on the integration of self-concept and motivational systems.

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