Integrating motivation into current conceptualizations of personality

How would you respond to stereotype pressure? The effects of perceived occupational stigma on social workers’ proactive behavior in China

Purpose

The purpose of this study is to explore a balanced understanding of the relationship between perceived occupational stigma and social workers’ proactive behaviors in China. Drawing on cognitive appraisal theory, this study explored the mediating role of threat and challenge appraisals, as well as the moderating role of trait resilience.

Design/methodology/approach

Data were collected using a time-lagged research design. The hypotheses were examined using a sample of 338 social workers in China.

Findings

Perceived occupational stigma is appraised as both a challenge and a threat simultaneously. Challenge appraisal positively mediated perceived occupational stigma and proactive behavior, whereas threat appraisal negatively mediated this relationship. Trait resilience moderated the effect of threat appraisal, suggesting that perceived occupational stigma was appraised as a threat when trait resilience was lower (rather than higher), which then reduced social workers’ proactive behaviors.

Originality/value

This study enriches the literature on perceived occupational stigma by identifying the relationship and mechanism of perceived occupational stigma-proactive behaviors and a boundary condition from the theoretical perspective of cognitive appraisals. It demonstrates both the positive and negative aspects of perceived occupational stigma as appraised by social workers in relation to an important workplace outcome of proactive behaviors. In addition, it offers a fresh approach by exploring perceived occupational stigma from the perspective of social workers.

A general motivational architecture for human and animal personality

To achieve integration in the study of personality, researchers need to model the motivational processes that give rise to stable individual differences in behavior, cognition, and emotion. The missing link in current approaches is a motivational architecture-a description of the core set of mechanisms that underlie motivation, plus a functional account of their operating logic and inter-relations. This paper presents the initial version of such an architecture, the General Architecture of Motivation (GAM). The GAM offers a common language for individual differences in humans and other animals, and a conceptual toolkit for building species-specific models of personality. The paper describes the main components of the GAM and their interplay, and examines the contribution of these components to the emergence of individual differences. The final section discusses how the GAM can be used to construct explicit functional models of personality, and presents a roadmap for future research.

"Self" and "other": A conceptual bridge linking normal with pathological personality

The goal of this paper is to try and close the gap between the ways in which pathological and normal personality, including their development, are conceptualized. To this end, attention is drawn to parallels that exist between the ways self-function is conceptualized in contemporary personality psychology and in recent iterations of the major psychiatric nosologies, particularly ICD-11. Conceptualizations in both normal and abnormal personality see a fundamental dichotomy between self as identity and self as socially interdependent (vs autonomous). Evidence is reviewed supporting a basic dichotomy between two categories of personality pathology that can be subsumed under the labels "Acting Out" and "Anxious-Inhibited." It is suggested that fundamental to the personality pathology subsumed under "Acting Out" is a deficient interdependent self, while a defective self-identity is proposed to underlie the personality pathology subsumed under "Anxious-Inhibited."

Narcissism and Exercise Addiction: The Mediating Roles of Exercise-Related Motives

The present research examined whether the associations that narcissistic personality features had with exercise addiction were mediated by particular motives for engaging in exercise in a large Israeli community sample (N = 2629). The results revealed that each aspect of narcissism was positively associated with exercise addiction. Narcissistic admiration and narcissistic rivalry had similar positive indirect associations with exercise addiction through the interpersonal motive for exercise. However, these aspects of narcissism diverged in their indirect associations with exercise addiction through psychological motives, body-related motives, and fitness motives for exercise such that these indirect associations were positive for narcissistic admiration but negative for narcissistic rivalry. Narcissistic vulnerability had positive indirect associations with exercise addiction through body-related motives and fitness motives that were similar to those observed for narcissistic admiration. These results suggest that exercise-related motives may play important roles in the associations that narcissistic personality features have with exercise addiction. The discussion will focus on the implications of these results for understanding the complex connections between narcissism and exercise addiction.

Are Chinese Entrepreneurs Happier than Employees? Evidence Based on a National Workforce Survey in China

Most studies consider entrepreneurship in Chinese a happier career choice, while the adverse effects of entrepreneurship on wellbeing have been overlooked. In this research, the effect of career choice on job-related wellbeing is explored using multiple indicators. Differences in the career choices of employees and entrepreneurs are examined in the first section of the study, and the motives for entrepreneurship are studied in the second section. Job-related wellbeing is regarded as consisting of job satisfaction, subjective wellbeing, and physical wellbeing. The data were obtained using the Chinese Labor-Force Dynamic Survey, and the sample consisted of 6108 employees and 2075 entrepreneurs from 29 provinces and cities in China. T-test, chi square test, and ordinal logistic regression were conducted. The analysis in the first section reveals significant differences in job-related wellbeing between employees and entrepreneurs along with differences in autonomy and perceived equity. Entrepreneurs are found to be less satisfied and unhappier than employees. The heterogeneity of the motives for entrepreneurship is highlighted in the second part, and its significant role in the wellbeing of entrepreneurs is explored. Subsistence entrepreneurs have been found to constitute up to 64% of all entrepreneurs. Subsistence entrepreneurship is negatively associated with job satisfaction and subjective wellbeing.

Personality Traits and Career Role Enactment: Career Role Preferences as a Mediator

It has been argued that how a person's career unfolds is increasingly affected by his or her own values, personality characteristics, goals and preferences. The current study addresses the issue of how we can explain that personality traits are associated with the enactment of certain career roles. Two survey studies (e.g., a two wave worker sample and a cross-sectional worker sample) were conducted to investigate the relationships between personality traits, career role preferences and career role enactment. As expected, results indicate that peoples' personality traits predicted the preference for certain roles in the work context which, in turn, predicted the career roles they actually occupy. Specifically, our findings show that Extraversion, Conscientiousness and Openness to experience influence various career role preferences (i.e., Maker, Expert, Presenter, Guide, Director, and Inspirer role preferences) and, subsequently, the enactment of these career roles. Other traits, such as Neuroticism and Agreeableness, seem less important in predicting role preferences and subsequent role enactment. These results underline the importance of acknowledging not only individual trait differences but especially role preferences in explaining how careers develop over time. Further implications, limitations and research ideas are discussed.