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Advances in motivation science. Volume 4 /
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Cambridge, MA, United States :
Academic Press is an imprint of Elsevier,
2017.
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| Edición: | First edition. |
| Temas: | |
| Acceso en línea: | Texto completo |
Tabla de Contenidos:
- Front Cover; Advances in Motivation Science; Advances in Motivation Science; Copyright; Contents; LIST OF CONTRIBUTORS; One
- Self-Regulatory Functions Supporting Motivated Action; 1. GOALS AND SELF-REGULATION; 1.1 Feedback Processes and Self-Regulation; 1.2 Generalized Approach and Avoidance; 1.3 Hierarchical Organization; 2. EMOTION; 2.1 Interface Between Affect and Action; 2.2 Role of Emotions in Priority Management; 3. CONFIDENCE AND DOUBT: ENHANCED EFFORT, SCALING BACK, AND GIVING UP; 3.1 Other Influences on Current Confidence; 3.2 Efforts and Giving Up; 3.3 Disengagement as Adaptive.
- 3.4 Self-Regulation and Stress3.5 Level of Generality of Expectancies; 4. IMPULSE AND CONSTRAINT; 4.1 Dual Process Models; 4.2 Dual Process Models and Hierarchical Organization of Behavior; 4.3 Serotonergic Function and Dual Process Models; 4.4 Depression and Serotonergic Function; 4.5 Transdiagnostic Vulnerability; 5. SUMMARY AND CONCLUSION; 5.1 Future Directions; REFERENCES; Two
- Motivating Personality: Approach, Avoidance, and Their Conflict; 1. INTRODUCTION; 2. BASIC ISSUES; 2.1 Approach/Avoidance Motivation; 2.2 The Nature of Goal Representation; 2.3 Reinforcement as Taxes; 2.4 Drives.
- 2.5 Motivational State: E Pluribus unum3. REINFORCEMENT SENSITIVITY THEORY; 3.1 RST and Motivation; 3.2 Repulsors, Attractors, and Their Interactions; 4. DELINEATION OF RST SYSTEMS; 4.1 Behavioral Approach System and FFFS; 4.2 Behavioral Inhibition System; 4.3 Separable and Joint Subsystems; 5. CONSCIOUSNESS AND ITS (DIS)CONTENTS; 6. RST MEASUREMENT MODELS AND INSTRUMENTS; 6.1 Reinforcement Sensitivity Theory of Personality Questionnaire; 6.2 Multidimensionality of the Behavioral Approach System; 6.3 "Defensive" Fight; 6.4 Defensive Human Scenarios; 6.5 RST and Biological Anchors.
- 6.6 RST and the Big-5 Personality Traits6.6.1 Openness to Experience; 6.6.2 Conscientiousness; 6.6.3 Agreeableness; 7. THE MOTIVATING PERSONALITY RESEARCH AGENDA; 7.1 BAS Processes; 7.2 Motivation, Personality, and Gambling; 8. CONCLUSIONS; REFERENCES; Three
- Incentives and Pay for Performance in the Workplace; 1. INTRODUCTION; 2. THE IMPORTANT IMPLICATIONS OF HOW INCENTIVE PAY IS DEFINED; 3. PFP IN THE BROADER COMPENSATION AND PEOPLE MANAGEMENT CONTEXT; 4. ECONOMIC AND PSYCHOLOGICAL PERSPECTIVES ON PFP; 4.1 Economics: A Focus on Pay (Level) and the Disutility of Work.
- 4.2 Pay Level: Only Part of the Story-Shifting the Focus to PFP4.2.1 What Is a Strategic Compensation Decision?; 4.2.2 PFP Strategy: What Organizations Say and What They Do; 4.2.3 How Much Versus How You Pay; 4.3 Psychology: A Focus on Cognitive Mechanisms and Concerns With the Use of Monetary Incentives; 4.3.1 PFP and Incentives as Irrelevant or Harmful; 4.3.2 Example: Cognitive Evaluation Theory; 4.3.3 Crowding Out Theory: CET's Influence Extends to Economics; 5. THE IMPORTANCE OF MONEY AND PFP IN THE WORKPLACE; 5.1 Employees and the (Unique) Importance of Pay to Them.