Relationships between hope,optimism, and conservation engagement

The loss and degradation of nature can lead to hopelessness and despair, which may undermine engagement in conservation actions. Emerging movements, such as that behind the organization Conservation Optimism, aim to avert potential despair of those involved in conservation. Some argue that fostering positive states, such as hope or optimism, can motivate engagement and action; however, others question whether fostering hope or optimism may inadvertently undermine perceived gravity of conservation challenges. We examined this issue by quantifying dispositional hope and optimism with a representative sample of Australians (n = 4285) and assessing their relationship with indicators of conservation engagement. We used the Great Barrier Reef (GBR) in Australia as a case study. We asked participants what they could do to help the GBR, then classified their responses into 2 outcome variables: identifying climate actions (i.e., actions that tackle the main threat to the reef) and identifying plastic actions (i.e., actions that are popular among community members). We also quantified likelihood of performing these actions and appraisals of both threats and actions. One dimension of hope, hope pathways (defined by Snyder's hope theory as knowing different ways to act), was associated with greater capacity to identify climate-related behaviors (odds ratio [OR] = 1.44) and plastic reduction behaviors (OR = 1.22) and greater likelihood of adopting climate-related actions (β = 0.20). Optimism was associated with recognition of plastic reduction behaviors only (OR = 1.22). Neither hope nor optimism undermined appraisal of conservation threats. The effects of optimism were mediated by reduced action futility, and effects of hope pathways were mediated by stronger perceptions of threats to the reef (threat appraisal) and confidence in performing useful actions (coping appraisal). Our findings suggest that dispositional hope can strengthen, rather than undermine, appraisal of conservation challenges and solutions and thereby increase conservation engagement.     

Effects of implicit achievement motivation,expected evaluations,and domain knowledge on creative performance

This paper explores the effect of achievement motivation on creative performance. I also describe how expectations of differing types of evaluations and knowledge of the domain moderate the relationship between implicit achievement motivation and creativity. Results suggest achievement motivation, measured implicitly, is related to creative performance. Additionally, the effect of achievement motivation at the implicit level on creative performance is moderated by expectation of evaluation and domain knowledge in a three‐way interaction. The main effect for achievement motivation, assessed at the implicit level, as a predictor of creative performance holds when controlling for other factors previously tested as predictors of creativity, including a self‐report assessment achievement motivation. I conclude by discussing the implications of this research and provide suggestions for future research opportunities. Copyright © 2014 John Wiley & Sons, Ltd.     

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton ( 2001 ) and the job demands resources perspective from Tims, Bakker, and Derks ( 2012 )—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.     

Rewards and employee creative performance: Moderating effects of creative self‐efficacy,reward importance,and locus of control

The effects of extrinsic rewards on creative performance have been controversial, and scholars have called for the examination of the boundary conditions of such effects. Drawing upon expectancy theory, we attend to both reinforcement and self‐determination pathways that reveal the informational and controlling functions of creativity‐related extrinsic rewards. We further identify the individual dispositions that moderate these two pathways. Specifically, we propose that extrinsic rewards for creativity positively predict creative performance only when employees have high creative self‐efficacy and regard such rewards as important. We likewise propose that extrinsic rewards positively affect the intrinsic motivation of employees with an internal locus of control, thus enhancing their creative performance. Results based on a sample of 181 employee–supervisor dyads largely supported these expectations. The current analysis enriches the creativity literature by combining different perspectives in a coherent framework, by demonstrating the positive effects of extrinsic rewards on intrinsic motivation, and by demonstrating that the rewards–creativity relationship varies across employees depending on their individual differences. Copyright © 2014 John Wiley & Sons, Ltd.     

Using self‐determination theory to understand the relationship between calling enactment and daily well‐being

This paper contributes to the calling literature by using self‐determination theory—a theory that makes distinctions between different types of motivation—in order to gain a better understanding of how enacting a calling may relate both positively and negatively to well‐being. We use a daily diary method novel to the calling field and a sample with a distinctive calling, Church of England clergy. We expect daily calling enactment to relate positively to daily well‐being via more autonomous forms of motivation (intrinsic and identified motivation) and negatively via less autonomous forms (introjected motivation). Furthermore, we consider how the relationship between calling enactment and motivation may be moderated by perceived competence. The hypotheses were tested using multi‐level structural equation modeling. There was strong support for calling enactment relating positively to well‐being, and this relationship was fully mediated by intrinsic and identified motivation; the hypothesized negative pathway, from calling enactment, to introjected motivation, to well‐being, was not supported. However, perceived competence was found to moderate some of the relationships between calling and the motivation types, where calling enactment is linked to lower introjected motivation at high levels of competence. Copyright © 2015 John Wiley & Sons, Ltd.     

Task type as a moderator of positive/negative feedback effects on motivation and performance: A regulatory focus perspective

Applying Higgins' regulatory focus theory, we hypothesized that the effect of positive/negative feedback on motivation and performance is moderated by task type, which is argued to be an antecedent to situational regulatory focus (promotion or prevention). Thus, first we demonstrated that some tasks (e.g., tasks requiring creativity) are perceived as promotion tasks, whereas others (e.g., those requiring vigilance and attention to detail) are perceived as prevention tasks. Second, as expected, our tests in two studies of the moderation hypothesis showed that positive feedback increased self‐reported motivation (meta‐analysis across samples: N = 315, d = 0.43) and actual performance (N = 55, d = 0.67) among people working on promotion tasks, relative to negative feedback. Positive feedback, however, decreased motivation (N = 318, d = ?0.33) and performance (N = 55, d = ?0.37) among individuals working on prevention tasks, relative to negative feedback. These findings suggest that (a) performance of different tasks can affect regulatory focus and (b) variability in positive/negative feedback effects can be partially explained by regulatory focus and task type. Copyright © 2010 John Wiley & Sons, Ltd.     

基于吸引力—摩擦力分析的入境旅游市场研究——以大连市为例

以2008年大连市夏季调查问卷为基础,运用因子分析从吸引力和摩擦力两个方面分析大连入境游客的潜在特征,确立了3个吸引力因子和3个摩擦力因子,并在此基础上利用方差分析法进一步研究吸引力和摩擦力在不同人口统计学特征群体间的差异,为大连旅游目的地的开发和旅游市场开拓提供有益参考。     

机场安检人员心理授权与违章行为关系研究

为减少民航机场安检人员的违章行为、提升民航机场安全水平,研究民航机场安检员的心理授权与违章行为之间的关系。在心理授权与违章行为关系中加入安全意识、安全动机和安全服从3个中介变量,构建机场安检人员心理授权与违章行为关系的理论假设模型;通过实证研究收集国内机场的安检员相关数据,对已构建的理论假设模型采取结构方程模型(SEM)进行检验。结果表明:机场安检员心理授权与违章行为存在一定相关性,即通过安全意识、安全动机与安全服从对违章行为产生间接影响;心理授权通过违章行为产生间接影响,通过安全意识、安全动机和安全服从的中介作用对心理授权与安全意识、安全动机和安全服从均呈现显著正相关。其中,对于安全动机的影响最大,其次是安全意识,影响最小的是安全服从;安全意识、安全动机和安全服从对于机场安检员的无意识违章、失控违章和故意违章3个维度均呈现显著负相关;安全动机对于违章行为的3个维度产生影响的差异性最小,即安全意识动机越高,机场安检员的违章行为的出现概率就会越低;安全服从与机场安检员的故意违章行为显著正相关。     

“四坚持”探析激发村民参与环境整治内生动力

当前,距离2020年实现农业农村污染治理攻坚战目标的时间不到两年,我国农村环境整治工作仍面临着资金投入空缺较大、村民内生动力不足等突出问题。本文在明确激发农民内生动力的意义和必要性后,全面分析了当前农村环境整治形势,深刻阐述了村民参与环境整治的制约因素,并分别从事权划分、推进方式、奖惩机制和思想意识四方面,提出了激发村民内生动力助力农村污染治理攻坚战的对策建议。