Perceived Coach-Created Motivational Climates as Predictors of Athletes’ Goal Reengagement: The Mediational Role of Goal Motives

Athletes have to face several challenges during the sport season, and one of them could involve dealing with unattainable goals. In these situations, being able to reengage in other goals as a form of goal adjustment and in response to contextual demands is adaptive. According to previous literature, some aspects of the athletes’ social context, such as coach-created motivational climates, could encourage more adaptive responses in athletes, and so it is possible that these climates would also promote athletes’ goal regulation and goal reengagement. The purpose of this study was twofold: to analyze whether athletes’ perception of empowering and disempowering climates were related to their goal reengagement through the mediation of goal motives; and to examine the interaction between the two climates when they predict reengagement through athletes’ goal motives. Participants were 414 Spanish university athletes (49.5% male, 50.5% female) who belonged to different university teams, with ages ranging from 17 to 33 years old (M = 20.61, SD = 2.58). In the sport facilities, all of them completed questionnaires that evaluated their perception of empowering and disempowering climates, their goal motives, and their goal reengagement. Structural equation modeling (SEM) results showed that perceived empowering climate positively predicted autonomous goal motives, which in turn had a positive relationship with goal reengagement. Conversely, perceived disempowering climate positively predicted controlled goal motives, which were not related to goal reengagement. Thus, we only found support for the indirect relationship between perceived empowering climate and goal reengagement through autonomous goal motives. Moderated mediation analyses revealed that interaction effects between perceived empowering and disempowering climates were not significant in the prediction of goal reengagement through goal motives. Findings revealed that the perception of empowering climates promotes athletes’ goal reengagement when goals become unattainable via the increase in their autonomous goal motives. Conversely, when athletes perceive disempowering climates, they have more controlled goal motives, which are not related to goal reengagement. In addition, the study supports the need to educate coaches to create more empowering and less disempowering climates.

THE RELATIONSHIP BETWEEN AUTONOMOUS VERSUS EXTERNAL MOTIVATION AND REGULATORY FOCUS

"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."

EXPRESS: Employee proactive goal regulation and job performance: The cascading and interacting effects of leader proactive goal regulation

Given the critical role of leaders in managing employees’ goal-setting, we theorized and examined how leader proactive goal regulation facilitates employee proactive goal processes and outcomes. Based on a sample of 74 leaders and 371 employees who work in research and development groups, we found that employees’ three motivational states—role breadth self-efficacy, psychological ownership, and activated positive affect—were positively associated with job performance via employee proactive goal regulation. In addition, the effects of leader proactive goal regulation on this mediation model were twofold. First, there was a direct effect on employee proactive goal regulation, which, in turn, positively related to job performance. Second, there was a moderating effect of leader proactive goal regulation such that employees delivered high job performance when their leaders were high in proactive goal regulation, regardless of employees’ own levels of proactive goal regulation. This study highlights the importance of not only employee but also leader proactive goal regulation in connecting employees’ proactive motivational states with job performance.

Imitation of Goal Engagement and Disengagement Processes in Romantic Relationships

Individual differences in goal engagement and goal disengagement processes have been demonstrated to be related to goal attainment, health, and emotional well–being. However, there is a dearth of studies on the developmental conditions of individual differences in these processes. Social learning processes contribute to the formation of individual dispositions even in adulthood. As one pathway of learning, we investigated observational learning of goal regulation processes in romantic relationships in two experimental studies. Study 1 ( N = 67 couples, M = 32.65 years) replicated a previous finding that observing partners imitated their partner's goal regulation processes in the same task and extended it by showing transfer effects to another task. Study 2 ( N = 60 couples, M = 25.9 years) demonstrated that—given a lack of praise of the modelled actions—partners still imitated goal regulation processes but to a smaller extent. These findings lend support for observational learning as a pathway to individual differences in the application of goal regulation processes. © 2020 The Authors. European Journal of Personality published by John Wiley & Sons Ltd on behalf of European Association of Personality Psychology

Goal Dysregulation in Depression, Mania, and Schizophrenia

This chapter addresses goal dysregulation in the mood disorders and schizophrenia. A large body of basic research has considered goal regulation mechanisms that support the pursuit of reward. This chapter outlines some components of goal regulation, their relevance for emotion, and some ways in which goal regulation can go awry. It begins by providing an overview of normative goal regulation processes and how these relate to emotion. Then, we discuss models and evidence concerning goal dysregulation across psychopathologies (depression, mania, and schizophrenia). The chapter concludes with a discussion of clinical implications of this work, unaddressed issues, and future directions.

New prospectus regime: A critical analysis of chosen key changes

The 2015 Impact Assessment Working Document evaluation has identified numerous issues which seemed to hinder the efficiency of the EU capital markets. To address those issues, the new prospectus regime was introduced by the Prospectus Regulation PR EU 2017/1129, which replaced the previous Prospectus Directive and will be directly binding and fully applicable in all EU Member States from 21 July 2019. The main aim of the PR is to ensure investor protection and market efficiency while enhancing the internal EU market for capital. In order to achieve this goal, Regulation 2017/1129 introduces a number of significant changes, in particular the form of regulation, the scope of the prospectus regime, and exemption thresholds from the prospectus obligation. It also introduces new institutions e.g. the universal registration document and completely new types of prospectuses EU growth prospectus, prospectus for secondary issuances under the proportionate disclosure regime. The aim of this article is to analyze and evaluate the chosen changes introduced by the new prospectus law. Nowe prawo prospektowe: analiza krytyczna wybranych istotnych zmianDokument roboczy Służb Komisji Europejskiej z 2015 roku wskazał wiele problemów utrudniających efektywność rynków kapitałowych UE. W celu poprawy sytuacji wprowadzono nowe prawo prospektowe, zastępując wcześniejszą dyrektywę prospektową rozporządzeniem prospektowym UE 2017/1129. Rozporządzenie będzie bezpośrednio wiążące we wszystkich państwach członkowskich UE od dnia 21 lipca 2019 roku. Jego zadaniem jest zapewnienie ochrony inwestorów i poprawa efektywności rynków a także wzmocnienie wewnętrznego rynku kapitałowego UE. W tym celu rozporządzenie wprowadza szereg istotnych zmian, w szczególności dotyczących formy regulacji, zakresu obowiązywania czy progów zwolnienia z obowiązku publikowania prospektu emisyjnego. Wprowadza również nowe instytucje np. uniwersalny dokument rejestracyjny i zupełnie nowe rodzaje prospektów emisyjnych prospekt emisyjny UE, prospekt emisyjny dla emisji wtórnych w ramach proporcjonalnego systemu obowiązków informacyjnych. Celem tego artykułu jest analiza i ocena wybranych zmian wprowadzonych przez nowe prawo prospektowe.