THE RELATIONSHIP BETWEEN AUTONOMOUS VERSUS EXTERNAL MOTIVATION AND REGULATORY FOCUS

2021 ◽  
Author(s):  
Marcela Bobková ◽  
◽  
Ladislav Lovaš ◽  
Keyword(s):  
Regulatory Focus ◽  
Autonomous Motivation ◽  
Self Determination Theory ◽  
Integrative Model ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Motivated Behavior ◽  
Goal Regulation ◽  
The Relationship ◽  
External Motivation

"The objective of the study is to investigate the relationship between different forms of motivation mindsets. The integrative model of motivated behavior (Meyer, Becker, & Vandenberghe, 2004) indicates relations between the forms of motivation identified in the self-determination theory (Deci & Ryan, 1985) and the regulatory focus theory (Higgins, 1997, 1998). A concept of goal regulation proposes relations between autonomous versus external motivation and promotion versus prevention focus. The research involved 288 university students. Participants rated their motivation for three personal goals on scales assessing self-concordance (Sheldon & Elliot, 1999). The regulatory focus was assessed by the Regulatory Focus Questionnaire (RFQ, Higgins et al., 2001). It was found that autonomous motivation was significantly positively related to promotion focus. Furthermore, autonomous motivation predicted promotion focus. Between external motivation and prevention focus a significant relationship was not confirmed. However, external motivation significantly negatively correlated with promotion focus."

Creativity of Participants in Crowdsourcing Communities

2020 ◽  
Vol 31 (3) ◽  
pp. 40-66
Author(s):  
Lingfei Zou ◽  
Shaobo Wei ◽  
Weiling Ke ◽  
Kwok Kee Wei
Keyword(s):  
Regulatory Focus ◽  
Extrinsic Motivation ◽  
Self Determination Theory ◽  
Regulatory Focus Theory ◽  
Promotion Focus ◽  
Digital Platforms ◽  
Factors Affecting ◽  
Different Types ◽  
Managerial Implications ◽  
The Relationship

Organizations can tap the wisdom of the crowd through digital platforms of crowdsourcing for ideation. However, we have limited understanding of factors affecting the innovativeness of ideas and solutions submitted by individual participants. Drawing upon self-determination theory and regulatory focus theory, we investigate how participants' regulatory focus and extrinsic motivation aroused by incentivizing mechanisms affect their creativity in crowdsourcing communities. Based on the data collected from 164 participants in a crowdsourcing platform, we find that promotion focus positively influences participants' creativity, and different types of extrinsic motivation have differential effects. Although external, identified, and integrated motivation positively affect participants' creativity, introjected motivation is not significantly related to participants' creativity. In addition, external and identified motivation strengthen the relationship between promotion focus and creativity. The theoretical contributions and managerial implications of this study are discussed.

Why do I conform to your ideas?

2018 ◽  
Vol 12 (2) ◽  
pp. 346-368 ◽  
Author(s):  
Yongzheng Qu ◽  
Wen Wu ◽  
Fangcheng Tang ◽  
Haijian Si ◽  
Yuhuan Xia
Keyword(s):  
Organizational Development ◽  
Regulatory Focus ◽  
Voice Behavior ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
Research Perspective ◽  
The Difference ◽  
The Relationship ◽  
Positive Effect

PurposeThe purpose of this study is to advance and test a new construct, harmony voice. Furthermore, according to the social influence theory, the relationship betweenzhongyong, an essential Confucian orientation mode and voice behavior, and the moderating role of coworker’s regulatory focus (promotion focus and prevention focus) has been examined.Design/methodology/approachA field study has been designed to test our hypotheses. We used samples of 291 employee–coworker dyads from a variety of organizations in China to test this study’s hypotheses.FindingsThe results of this empirical study show thatzhongyongis positively related to harmony voice. Coworkers’ promotion focus strengthens the positive effect ofzhongyongon harmony voice, and coworkers’ prevention focus weakens the positive effect ofzhongyongon harmony voice.Research limitations/implicationsTraditionally defined voice and harmony voice might cause different risks to the voicer. However, how and what kinds of risks may be differently caused by these two types of voice behaviors have not been examined in this study. Future empirical research can explore the different effects of traditionally defined voice and harmony voice.Practical implicationsManagers responsible for managing Chinese employees should notice the difference in some important ways of thinking between Easterners and Westerners. Specifically,zhongyongmay direct people to express issues related to work in ways that are different from those of their Western counterparts. Harmony voice can benefit the Chinese organization without disrupting organizational development.Social implicationsBy examining the relationship betweenzhongyongand harmony voice, we contribute to identifying antecedents of voice by using an emic research perspective.Originality/valueWe made significant theoretical contributions to voice literature. We developed the construct of harmony voice, and we examined the relationship betweenzhongyongand voice.

Realizing Challenges and Guarding Against Threats: Interactive Effects of Regulatory Focus and Stress on Performance

2016 ◽  
Vol 44 (8) ◽  
pp. 3011-3037 ◽  
Author(s):  
Kris Byron ◽  
Suzanne J. Peterson ◽  
Zhen Zhang ◽  
Jeffery A. LePine
Keyword(s):  
Job Performance ◽  
Coping Strategies ◽  
Regulatory Focus ◽  
Self Regulation ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Challenge Stress ◽  
Hindrance Stress ◽  
And Coping ◽  
The Relationship

Self-regulation seems crucial to understanding how employees perform under stress because employees must regulate their thoughts, feelings, and behavior to deal effectively with work stress. Integrating regulatory focus theory and the challenge–hindrance stressor framework, we theorized that the effects of regulatory focus on job performance would vary as a function of the level of stress employees experience. Specifically, we contend that employees are more efficacious and motivated (and thus perform better) when they have established goal and coping strategies that allow them to cope with the stress they face; those lacking in these strategies are likely to find the stress overwhelming and taxing (and perform worse). Using multisource data of 160 salespersons, we investigated this relationship with two measures of job performance. We found that challenge stress moderates the relationship between promotion focus and job performance: When challenge stress is high, promotion focus is positively related to job performance; when low, promotion focus is negatively or not significantly related to job performance. We also found that hindrance stress moderates the relationship between prevention focus and job performance: When hindrance stress is low, prevention focus is negatively related to job performance, but when high, prevention focus is positively related to job performance. Moreover, we find some support for three-way interactions suggesting that using mismatched goal and coping strategies is especially harmful. Our results explain performance differences in high-stress situations and highlight the important role of self-regulation when employees are in stressful conditions.

The mechanisms of regulatory focus

2017 ◽  
Vol 22 (1) ◽  
pp. 37-49 ◽  
Author(s):  
Suzanne Zivnuska ◽  
K. Michele Kacmar ◽  
Matthew Valle
Keyword(s):  
Regulatory Focus ◽  
Role Overload ◽  
Full Time ◽  
Regulatory Focus Theory ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
Career Trajectories ◽  
Member Exchange ◽  
The Relationship

Purpose The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each. Design/methodology/approach The model is grounded in regulatory focus theory (Higgins, 1997), and is tested with data collected at two times from 206 full-time workers. Findings Findings revealed mindfulness was positively related to prevention- and promotion-focus, while LMX was positively related to only promotion-focus. Prevention-focus mediated the relationship between mindfulness and role overload and burnout, while promotion-focus mediated the relationship between both mindfulness and LMX and role overload, but not burnout. Originality/value This research expands the nomological network describing individual and dyadic antecedents to regulatory focus. It also explores the nature of the relationships between regulatory focus and career management consequences, and may allow us to offer useful advice for practicing managers trying to understand employee career trajectories.

ENTREPRENEURIAL PASSION AND ORGANIZATIONAL INNOVATION: THE MODERATING ROLE OF THE REGULATORY FOCUS OF ENTREPRENEURS

2017 ◽  
Vol 22 (03) ◽  
pp. 1750020 ◽  
Author(s):  
CUIPING MA ◽  
JIBAO GU ◽  
HEFU LIU ◽  
QINGQIONG ZHANG
Keyword(s):  
Regulatory Focus ◽  
Organizational Innovation ◽  
New Ventures ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Entrepreneurial Passion ◽  
The Relationship ◽  
Moderating Role ◽  
Practical Implications

This study examines the relationship between entrepreneurial passion and organizational innovation in new ventures. We also investigate the moderating role of entrepreneurs’ cognition, namely regulatory focus, in the relationship between entrepreneurial passion and organizational innovation. Findings from data collected from 141 Chinese new ventures indicated that entrepreneurial passion is positively related to organizational innovation. Moreover, the regulatory focus of entrepreneurs moderates the relationship between entrepreneurial passion and organizational innovation, such that the relationship is stronger under high promotion focus or low prevention focus. Theoretical and practical implications of these findings are discussed.

scholarly journals Promoting Water Conservation Based on the Matching Effect of Regulatory Focus and Emotion

2021 ◽  
Vol 18 (4) ◽  
pp. 1680
Author(s):  
Xiaomei Wang ◽  
Lin Zhang ◽  
Xiaoyu Jiang ◽  
Jia Wang
Keyword(s):  
Regulatory Focus ◽  
Water Conservation ◽  
Information Dissemination ◽  
Interactive Effect ◽  
Water Saving ◽  
Prevention Focus ◽  
Matching Effect ◽  
Promotion Focus ◽  
Cognitive Motivation ◽  
Willingness To Engage

This study aimed to examine the effects of regulatory focus and emotions on water-saving information dissemination. The findings revealed that when water-saving information is framed with a prevention focus, sad emotion fosters more active willingness to engage with the information dissemination than cheerful emotion. However, a promotion focus coupled with cheerfulness is slightly more persuasive than a promotion focus coupled with sadness. Furthermore, compared to the individuals in the nonfit group of emotions who had a regulatory focus, the individuals in the fit group formed a more favorable water-saving attitude and demonstrated a slightly higher willingness to disseminate water-saving information. This article is the first to contribute to exploring the dissemination of water-saving information from the perspective of the interactive effect of individual cognitive motivation and emotion.

Transactional leadership and dynamic capabilities: the mediating effect of regulatory focus

2019 ◽  
Vol 57 (9) ◽  
pp. 2284-2306 ◽  
Author(s):  
Feng Xu ◽  
Xiaohong Wang
Keyword(s):  
Transactional Leadership ◽  
Regulatory Focus ◽  
Dynamic Capabilities ◽  
Mediating Effect ◽  
Full Time ◽  
Promotion Focus ◽  
Content Type ◽  
Collaborative Innovation ◽  
Different Dimensions ◽  
The Relationship

Purpose The mechanism of leadership’s impact on dynamic capabilities has aroused widespread interest, but few studies focus on transactional leadership, especially empirical research by micro foundations in the R&D departments from collaborative innovation alliances. The purpose of this paper is to investigate how the mechanism of transactional leadership affects dynamic capabilities based on the mediating effect of regulatory focus. Design/methodology/approach In order to better illustrate the role of transactional leadership on dynamic capabilities, the authors introduced regulatory focus as a mediator based on previous research. A sample of 245 dyads comprised of full-time employees and their immediate supervisors was collected from the innovation teams of industry-university alliances through questionnaires in China and analyzed via hierarchical regression method. Non-response bias and endogeneity testing were also conducted to confirm the validity of the findings. Findings Contingency-reward behavior promotes the development of employee sensing and seizing capability. Management-by-exception promotes the development of employee reconfiguration capability. Promotion focus positively mediates the relationship between contingency-reward and sensing-seizing capability. Prevention focus positively mediates the relationship between management-by-exception and sensing-seizing capability. In addition, management-by-exception is also positively related to sensing capability and promotion focus is positively related to reconfiguration capability. Originality/value This paper confirmed different dimensions of transactional leadership favor different dimensions of dynamic capabilities based on different dimensions of regulatory focus, which enriches the theory of strategic leadership and dynamic capabilities, and is conducive to the management of collaborative innovation in technological innovation alliances.

The mediational effect of regulatory focus on the relationships between mindfulness and job satisfaction and turnover intentions

2014 ◽  
Vol 19 (5) ◽  
pp. 494-507 ◽  
Author(s):  
Martha C. Andrews ◽  
K. Michele Kacmar ◽  
Charles Kacmar
Keyword(s):  
Job Satisfaction ◽  
Regulatory Focus ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Future Research ◽  
Snowball Sampling ◽  
Prevention Focus ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to explore the role of mindfulness as a predictor of the two components of regulatory focus theory (RFT): promotion and prevention focus. It further examines promotion focus and prevention focus as mediators of the mindfulness-job satisfaction and mindfulness-turnover intentions relationships. Finally, job satisfaction is also examined as a mediator of the mindfulness-turnover intentions relationship. Design/methodology/approach – The model was tested using data collected via a snowball approach. Online surveys were distributed to undergraduate students enrolled in a business course. Students were then given the opportunity to earn extra credit by sending the survey to potential respondents. The relationships were tested using structural equation modeling. Findings – Support was found for four of the six hypotheses. Prevention focus did not negatively mediate the relationship between mindfulness and job satisfaction as well as the relationship between mindfulness and turnover intentions. Research limitations/implications – One limitations of this research is the placement of mindfulness as an antecedent to promotion and prevention focus. Another plausible alternative is to consider mindfulness as a consequence. An additional limitation is the use of a snowball sampling technique. Future research should examine these findings using employees of a single organization. Originality/value – This research theoretically and empirically links RFT and mindfulness. This study also adds to the limited research empirically linking RFT and turnover intentions, both directly and indirectly via job satisfaction. Finally, this research extends previous research that established the positive relationship between mindfulness and job satisfaction by examining the mindfulness-job satisfaction-turnover intentions relationship.

To adjust or not to adjust in the host country? Perspective of interactionism

2018 ◽  
Vol 40 (2) ◽  
pp. 329-345 ◽  
Author(s):  
Chao-Chih Hung ◽  
Tzung-Cheng Huan ◽  
Chun-Han Lee ◽  
Hsin-Mei Lin ◽  
Wen-Long Zhuang
Keyword(s):  
Career Development ◽  
Psychosocial Support ◽  
Work Adjustment ◽  
Primary Data ◽  
Situational Factor ◽  
Personality Factor ◽  
Prevention Focus ◽  
Promotion Focus ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship of regulatory foci (promotion focus and prevention focus) to expatriate adjustments (general, interaction, and work adjustments) and explore whether mentoring functions (psychosocial support, role modeling, and career development) moderate the aforementioned relationship. Design/methodology/approach Using 141 questionnaired primary data (response rate 32.25 percent) gathered from at least six months experienced expatiates of multinational companies in six industries, this study adopts regression method to examine the moderating effect. Findings This study found that promotion focus was positively related to the interaction and work adjustment, respectively; prevention focus was positively related to the general, interaction, and work adjustment, respectively. Psychosocial support function moderates the relationship between promotion focus and general adjustment. Career development function moderates the relationships between promotion/prevention foci and work adjustment. Originality/value According to the interactionism perspective, behavior is a result of the interaction between personality and situational influences, has a long history in social and personality psychology. This study extends this perspective to the interactive effects of mentorship (situational factor) and expatriates’ regulatory foci (personality factor) on expatriate adjustment.

Workplace resources and employee resilience: the role of regulatory profiles

2017 ◽  
Vol 22 (4) ◽  
pp. 419-435 ◽  
Author(s):  
Joana Kuntz ◽  
Philippa Connell ◽  
Katharina Näswall
Keyword(s):  
Regulatory Focus ◽  
Online Survey ◽  
Negative Effects ◽  
Prevention Focus ◽  
Content Type ◽  
Joint Effects ◽  
Main Effects ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the independent and joint effects of regulatory focus (promotion and prevention) on the relationship between workplace resources (support and feedback) and employee resilience. It proposed that, at high levels of resource availability, a high promotion-high prevention profile would elicit the highest levels of employee resilience. Design/methodology/approach An online survey was completed by 162 white collar employees from four organisations. In addition to the main effects, two- and three-way interactions were examined to test hypotheses. Findings Promotion focus was positively associated with employee resilience, and though the relationship between prevention focus and resilience was non-significant, both regulatory foci buffered against the negative effects of low resources. Employees with high promotion-high prevention focus displayed the highest levels of resilience, especially at high levels of feedback. Conversely, the resilience of low promotion-low prevention individuals was susceptible to feedback availability. Practical implications Employee resilience development and demonstration are contingent not only on resources, but also on psychological processes, particularly regulatory focus. Organisations will develop resilience to the extent that they provide workplace resources, and, importantly, stimulate both promotion and prevention perspectives on resource management. Originality/value This study extends the research on regulatory focus theory by testing the joint effects of promotion and prevention foci on workplace resources, and the relationship between regulatory foci and employee resilience.

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