摘要:

Although previous research has suggested that, in general, negative feedback concerning performance reduces intrinsically motivated activity, results of the present study indicate that mild negative feedback can increase intrinsic motivation when associated with environmental cues signalling self‐determination (Deci&Ryan, 1985). Subjects working on brain‐teasers who were given mild negative feedback—but who had a choice of problems to solve, no expectation of evaluation, and who received scores privately—retained as much or more intrinsic motivation than subjects given positive feedback under the same conditions. Subjects in controlling contexts showed less intrinsic motivation. The measure of intrinsic motivation used in this study was a sum of standardized mood and target activity, following recent criticisms of the use of strictly behavioral measures to operationalize intrinsic motivation (Ryan&Deci

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb00067.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

Clusters of psychosocial variables related to coronary heart disease (CHD) were examined in a sample of 412 university employees. Psychosocial coronary risk was found to vary along three independent dimensions: Anger Suppression, Type A/Anger Expression, and Coffee/Cigarette Use. Women scored lower on Anger Suppression, but higher on Coffee/Cigarette Use than men. When grouped by occupational category, maintenance workers tended to score higher on the dimensions of Anger Suppression and Coffee/Cigarette Use than other categories of workers. These findings show that behaviors related to coronary risk form independent clusters and may need to be considered by interventions designed to reduce CHD morbidity and mortality.

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb00068.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

The present study simulated an organizational dispute to test 12 hypotheses about mediator behavior that were derived from the strategic choice model of mediation. This model is based on the assumption that mediators have four basic strategies to resolve disputes: (a) integrate, which involves a search for mutually acceptable outcomes; (b) press, which involves lowering one or both parties' aspirations; (c) compensate, which involves offering positive benefits in exchange for concessions; and (d) inaction, which involves letting the parties handle the dispute by themselves. The major proposition of the model is that two factors, the mediator's assessment of the likelihood of a mutually acceptable agreement and the mediator's concern for the parties' aspirations, interact to predict mediator behavior. Nine of the 12 hypotheses derived from the model were supported. Pressing by mediators occurred most when mediators had a low estimate of the likelihood of agreement in combination with a low concern for the parties' aspirations. Compensating occurred most when mediators had a low estimate of the likelihood of agreement in combination with a high concern for the parties' aspirations. Inaction occurred most when the mediators' estimate of the likelihood of agreement was high and their concern for the parties' aspirations was low. Integrating occurred most when the mediators had a high concern for the parties' aspirations.

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb00069.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

The present study simulated an organizational dispute to examine the effects of reward and coercive third party power on negotiator concessions and negotiator perceptions of the third party. The results indicated that the possibility of third party rewards inhibited negotiator concessions, and the possibility of third party punishments facilitated concessions. This effect was enhanced by negotiator limit. When negotiators had high limits, they made the fewest concessions if the third party could compensate; when negotiators had low limits, they made the greatest concessions if the third party could press. Taken together, the results suggest that negotiators sometimes use concession making as a strategy to affect third party behavior. When negotiators want third parties to provide compensation, as when they have high limits, they reduce their concession making as a way of eliciting the compensation; when they want to avoid third party behavior that is punitive, and they have low limits and room to make concessions, they hasten their concessions to reach agreement quickly and thereby stem the third party's involvement.

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb00070.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY

摘要:

Two studies investigated sex differences in attributions about sexual experiences. Subjects were asked to provide causal explanations for satisfying and unsatisfying past experiences. Men were expected to display a greater self‐serving bias than women. This hypothesis was supported for unsatisfying but not for satisfying experiences. In both experiments, males were found to blame their partners more for unsatisfying experiences than females. Males used self‐serving attributions, assigning more responsibility to the partner than to themselves (Experiment I), whereas women displayed self‐derogatory attributions, attributing negative outcomes more to themselves than to their partners (Experiment II). Furthermore, self‐derogatory attribution patterns were correlated with unsatisfactory sexual histories in women but not in men. Implications for the treatment of sexual dysfunctions via reattribution training are di

ISSN:0021-9029    

DOI:10.1111/j.1559-1816.1989.tb00071.x

出版商:Blackwell Publishing Ltd    

年代:1989

数据来源: WILEY