Individuals in managerial and professional jobs now work long hours for a variety of reasons. Building on previous research on workaholism and on types of passion, the results of three exploratory studies of correlates of work-based Passion and Addiction are presented. Data were collected in three samples using anonymously completed questionnaires: Canadian managers and professionals, Australian psychologists, and Norwegian journalists. A common pattern of findings was observed in the three samples. First, respondents scoring higher on Passion and on (...) Addiction were more heavily invested in their work. Second, respondents scoring higher on Passion also indicated less obsessive job behaviors, greater work satisfactions, and higher levels of psychological well-being. Third, respondents scoring higher on Addiction indicated more obsessive job behaviors, lower work satisfaction, and lower levels of psychological well-being. (shrink)

Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will increase, and they (...) will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation. (shrink)

(2000). The illusion of permanence: Work motivation and membership turnover at twin oaks community. Critical Review of International Social and Political Philosophy: Vol. 3, The Philosophy of Utopia, pp. 157-171.

The need for better incorporation of the construct emotional intelligence (EI) into counterproductive work behavior (CWB) research may be achieved via a unified conceptual framework. Accordingly, the purpose of this paper is to use the Profile Analysis via Multidimensional Scaling (PAMS) approach, a conceptual framework that unifies motivational process with antecedents and outcomes, to assess differences in EI concerning a variety of constructs: organizational justice, CWB, emotional exhaustion, job satisfaction, and intrinsic motivation. Employing established scales within a framework unifying (...) CWB, intrinsic motivation, EI, organizational justice, and outcome constructs, two EI-based profiles displayed associations with CWB based on responses from 3,293 employees. Both the first core profile, high overall justice and low emotional intelligence, and the second core profile, high emotional intelligence and low work motivation, displayed associations with interpersonal deviance and organizational deviance, as well as emotional exhaustion and job satisfaction. The results are discussed with respect to possible underlying theory and an overarching unified motivation framework that incorporates goal choice, intrinsic motivation, antecedents, and outcomes. We also provide directions for future research and implications for managers in the workplace based on heuristic conceptual frameworks that combine multiple motivational perspectives into a unified model. (shrink)

Teachers have a very important role in determining the quality of the teaching-learning process and the students’ learning outcomes. Learning outcomes will optimally be achieved if it is supported by qualified teachers. One way to enhance the teachers’ performance is through instructional supervision which can be divided into two techniques, namely group and individual supervision techniques. Therefore, this study aims to find out the influence of instructional supervision techniques on the work motivation and performance of elementary school teachers. This (...) study was conducted in East Java, Indonesia, and an explanatory research design was used. The sample was taken from 80 elementary school teachers in Malang and Blitar using a multi-stage random sampling technique. Data were collected through the use of questionnaires and documentation, and then they were analyzed by using the structural equation modeling technique. The result of this study showed that group supervision has a significant effect on teachers’ performance, whereas individual supervision influenced teachers’ work motivation and it affected their performance. (shrink)

Creativity has become prevalent in the routine work of knowledge employees in contemporary enterprises. From the perspective of ambidexterity, drawing upon expectancy theory and self-determination theory, the present study highlights the driver behind proactive and responsive creativity. Using two-stage longitudinal data collected from 373 knowledge employee-supervisor dyads in information and manufacturing companies in China, the results show that: performance-contingent rewards have an inverted U-shaped influence on proactive creativity and a U-shaped influence on responsive creativity; performance-contingent rewards have an inverted (...) U-shaped influence on autonomous and controlled motivation; autonomous motivation has a positive influence on proactive creativity, but controlled motivation has a negative influence on responsive creativity; autonomous and controlled motivation play a partly mediating mechanism in the non-linear effects of performance-contingent rewards on proactive and responsive creativity, respectively. Managers should enhance the ambidextrous ability to deal with proactive and responsive creativity and establish an applied and dynamic policy of performance-contingent rewards intensity to drive ambidextrous creativity. (shrink)

Reviews work on moral judgment motivational internalism from the last two decades.

The article explores the discrepancy of the form and the content as a philosophical, moral and axiological problem in the works of Hryhorii Skovoroda. Using the phenomenological reading and structural analysis, the author investigates the interaction between the form and the content in treatises, soliloquies, poems, and letters of Skovoroda. The intellectual and aesthetic background of the Baroque epoch to a large extent explains why this motive of discrepancy occupies a prominent place among the writings of the Ukrainian philosopher. The (...) article analyzes the main plots, in which the discrepancy is revealed: vocation against non-congenial work; a real friend and a flunkey; the truth and a false thing; and the heavenly and an earthly city. After considering all these aspects and other crucial issues, it is concluded what makes the problem of discrepancy an invariant motive in the works of Hryhorii Skovoroda. (shrink)

It is proved that the basic framework of the premises and reasoning of Wittgenstein's “Tractatus Logico-philosophicus” corresponds quite well to the transcendental method (as formulated by H. Cohen). Whereas Kant’s philosophy proceeds from the fact of existence of mathematics and mathematised natural science and investigates their conditions of possibility, Wittgenstein proceeds from the fact that propositions of language describe reality and reveals the conditions of possibility of such descriptions. Kant, answering the question about the conditions of possibility of the named (...) sciences, comes to the idea of the transcendental subject and the distinction between the world of phenomena and the thing in itself. Wittgenstein's investigation of the conditions of possibility that the world is described by propositions leads to the assertion that both the world and language are together in logical space. The latter constitutes the a priori and transcendental condition of the possibility that language “reaches out” to reality. For both the theories - in the “Critique of Pure Reason” and in the “Tractatus Logico-Philosophicus” - the idea of the boundary is important. In the “Critique of Pure Reason” it is the boundary of possible experience and cognition, while in the “Tractatus Logico-Philosophicus” it is the boundary of what can be thought and expressed by meaningful propositions. Related to the different definitions of the boundary is the difference in the treatment of mathematised natural science. For “The Critique of Pure Reason” was created in the era of unconditional acceptance of Newtonian mechanics. And the “Tractatus Logico-Philosophicus” was created at the time of the crisis of the Newtonian paradigm and its replacement by other notions of time and space. However, the idea of boundary, which is present in both doctrines, determines closeness in the attitude towards metaphysics between the author of “The Critique of Pure Reason” and the author of “The Tractatus Logico-Philosophicus”. The study also shows that Wittgenstein did not follow logicism in his philosophy of mathematics. For him, both mathematical objects and propositions of logic are constructions. The conviction about the constructive character of mathematical and logical objects shows an affinity with the Kantian tradition in the philosophy of mathematics. (shrink)

Asian workplaces are often characterized by cultures that require more overtime than other cultures. Although predictors for overtime work have been rigorously studied, it is still meaningful to investigate specific aspects of Eastern cultural values that stem from Confucian ethics and may influence overtime work among Asian employees. We suggest that four major Confucian orientations are positively associated with employees’ affective and normative motives, which in turn affect working overtime. This article extends management literature on the subjects (...) of cultural ethics and workaholism. It also suggests how Eastern cultural values lead to working overtime. We hope that our research effort on Confucian cultural value and its associations with other managerial outcomes and theories is a small cornerstone that allows management researchers to explore interesting and meaningful ways to apply Confucian culture and orientations in the workplace. (shrink)

Presently, the social responsibility literature is replete with the diverse ways in which work organizations and the regulatory nation states in which they are domiciled can improve the quality of their workers’ lives. But do workers themselves become motivated to contribute (i.e., give back) to society when they experience a work life of better quality than their peers? Specifically, which sectors of society do such workers contribute to? Through a questionnaire that was administered to a cross section of (...) workers in the private sector of Nigeria, this study found out that quality of work life (QWL) correlates significantly and positively with workers’ motivation to contribute to society. However, workers were less motivated to contribute to Nigeria’s government sector that is globally known for corruption than making contributions to the piety and social infrastructural sectors. Results also revealed that both the paternalistic and consultative forms of social responsibility were positively related with QWL. These results imply that social responsibility should be seen as a veritable platform on which satisfied stakeholders of business organizations can reciprocally make their own contributions for the overall good of society. By virtue of stakeholders’ contributions, the benefits of corporate social responsibility can actually reverberate into other sectors of societal life (e.g., the piety sector) that were never thought of during the design phase of socially responsible programmes. Finally, the study’s findings give credence to Anil Sarin’s Contributory Theory of Existence which states that people who have once received help from a particular organ of society (e.g., educational system, health care system, etc.) will be motivated to contribute to that organ or other organs of society. (shrink)

Job motivation remains an area of concern among researchers due to the rising issues of poor or lack of motivation among workers. This refers to one’s personal will or drives to perform a task at work. Meanwhile, job satisfaction refers to an employee’s sense of fulfillment with his or her work experience. Therefore, the current study utilized the descriptive- correlational research design to investigate the impact of job motivation on the job satisfaction of accountants. To gather essential data (...) and achieve the objectives of the study, Multidimensional Work Motivational Scale (MWMS) and Minnesota Satisfaction Questionnaire (MSQ) were administered to the target respondents. The collected data were then analyzed using a Multiple Regression Analysis; findings revealed that job motivation has a significant impact on the job satisfaction of accountants. Additionally, the results of this study were carefully evaluated and discussed, and recommendations were made to benefit the stakeholders of the study and contribute to the existing body of knowledge. (shrink)

In today’s competitive economy, the war for talent has intensified. Organizations are increasingly investing in student engagement initiatives to build a robust talent pipeline. Among these initiatives, the offering of internship placements is a popular choice as it not only helps identify suitable talent, students can also benefit with valuable opportunities to develop work-related skills and gain experience. However, ensuring mutually beneficial outcomes for all stakeholders involved remains a challenge due to diverging expectations among stakeholder groups. This study aims (...) to enhance our understanding of high-quality internship design by applying stakeholder theory (ST) and the expectancy theory of motivation (ET) as theoretical frameworks. Qualitative research methods were employed, including semi-structured interviews with key stakeholders from higher education institutions, human resources managers, and front-line supervisors as well as a focus group with graduating business students. Thematic analysis of the data revealed several key themes related to stakeholder priorities and interests. The findings of this paper contribute to the fields of ST and ET by addressing an under-researched area: the motivations of supervisors as crucial stakeholders in delivering the internship experience. Scholars and practitioners have largely overlooked this aspect. From a managerial perspective, the findings highlight opportunities for fostering more synergistic partnerships between stakeholders, not only at the institutional level but also among internal stakeholder groups, including top management, human resources functions, and front-line supervisors. (shrink)

Food uncertainty has the effect of invigorating food-related responses. Psychologists have noted that mammals and birds respond more to a conditioned stimulus that unreliably predicts food delivery, and ecologists have shown that animals consume and/or hoard more food and can get fatter when access to that resource is unpredictable. Are these phenomena related? We think they are. Psychologists have proposed several mechanistic interpretations, while ecologists have suggested a functional interpretation: The effect of unpredictability on fat reserves and hoarding behavior is (...) an evolutionary strategy acting against the risk of starvation when food is in short supply. Both perspectives are complementary, and we argue that the psychology of incentive motivational processes can shed some light on the causal mechanisms leading animals to seek and consume more food under uncertainty in the wild. Our theoretical approach is in agreement with neuroscientific data relating to the role of dopamine, a neurotransmitter strongly involved in incentive motivation, and its plausibility has received some explanatory and predictive value with respect to Pavlovian phenomena. Overall, we argue that the occasional and unavoidable absence of food rewards has motivational effects that facilitate foraging effort. We show that this hypothesis is computationally tenable, leading foragers in an unpredictable environment to consume more food items and to have higher long-term energy storage than foragers in a predictable environment. (shrink)

The employee motivation at the organizational level is naturally quantified in achieving performance goals. In this paper are studied the motivational factors from the perspective of employee work performance reflected, vertically, in the organizational performance and further in the macroeconomic performance. Using an empirical study in which the observed data were obtained through a survey conducted in this year among the Romanian employees, in this paper we validate three hypotheses that establish the association of employee performance, on the one (...) hand with proactive personality traits and on the other hand with certain motivational factors. As well, we highlight some managerial implications that can contribute to increasing workplace performance by using of appropriate motivational factors. (shrink)

The present article deals with the translations of Hebrew and non Hebrew but presented as Hebrew anthroponyms and oikonyms in the work of Konstantin Konstenechki “Treatise of Letters” dating back to the first decade of the 15th century. Up to this moment excluding Jagić the researchers have not pay significant attention to this part of work and according to common opinion Konstantin did not know Hebrew language. However the careful language and textological analysis indicates that a big part (...) of the translations of names and words loaned from the Old and New Testaments are identical or stay close to the etymologies including in the modern dictionaries and other are result of phonetic comparison to Aramaic. There are also translations influenced by Midrashes and the works of Philo of Alexandria. (shrink)

Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influence turnover intention through the facilitation of work–home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive—and reduced negative—work–home spillover experiences. (...) We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive—and increased negative—work–home spillover experiences. In a cross-lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work–home spillover partly mediates the relationship between a perceived mastery climate and turnover intention. Specifically, mastery climates seem to facilitate positive—and reduce negative—spillover between the professional and private spheres, which in turn decreases employees’ turnover intention. We discuss implications for practice and future research. (shrink)

It is generally assumed that a corporate purpose aiming to benefit all stakeholders has a positive effect on employee motivation and engagement, but no empirical studies into these specific effects were found. To examine this assumption, a corporate mission and vision matching the definition of a higher purpose were tested in two subsequent studies. The first study (N = 270) was a cross-sectional self-report study. The second study included a longitudinal design (N = 56) modeling purpose, motivation, and engagement in (...) a cross-lagged panel design over three time-points. The results associated purpose with motivation and engagement. The subsequent longitudinal analysis confirmed the presumed directionality from purpose to engagement, but not to motivation. Hence, while a corporate purpose can be added to the list of antecedents to work engagement, the relationship with motivation, despite the significant association with purpose in the cross-sectional study, remains more complicated. The present study adds to the knowledge of the beneficial effects of a broader purpose and responds to the current surge of interest in purpose as an instrument for sustainable business. (shrink)

The purpose of the study is to theoretically and experimentally investigate the motivational aspect of training future speech therapists to use information and communication technologies in professional activities. The article analyzes various studies, as well as the regulatory framework that consider the problems of training future speech therapists, as well as the motivational aspect of preparing students for the use of information and communication technologies. As part of this study, a survey with students was conducted and analyzed. The scientific novelty (...) lies in a more detailed study of the specific motivational aspect of the training of future speech therapists. The results of the study indicate that this aspect of the training of future speech therapists plays a key role in the general pedagogical preparation of students for the use of ICT. (shrink)

From the foundation of self-determination theory and existing literature on forms of power, we empirically explored relationships between followers’ perceptions of their leader’s use of various forms of power, followers’ self-reported motivational outlooks, and followers’ favorable work intentions. Using survey data collected from two studies of working professionals, we apply path analysis and hierarchical multiple regression to analyze variance among constructs of interest. We found that followers’ perceptions of hard power use by their leaders (i.e., reward, coercive, and legitimate (...) power) was often related to higher levels of sub-optimal motivation in followers (i.e., amotivation, external regulation, and introjected regulation). However, followers who perceived their leaders used soft power (i.e., expert, referent, and informational power) often experienced higher levels of optimal motivation (i.e., identified regulation and intrinsic motivation), but further investigation of soft power use is warranted. The quality of followers’ motivational outlooks was also related to intentions to perform favorably for their organizations. (shrink)

What place does motivation have in the lives of intelligent agents? Mele's answer is sensitive to the concerns of philosophers of mind and moral philosophers and informed by empirical work. He offers a distinctive, comprehensive, attractive view of human agency. This book stands boldly at the intersection of philosophy of mind, moral philosophy, and metaphysics.

Empirical work on motivated reasoning suggests that our judgments are influenced to a surprising extent by our wants, desires and preferences (Kahan 2016; Lord, Ross, and Lepper 1979; Molden and Higgins 2012; Taber and Lodge 2006). How should we evaluate the epistemic status of beliefs formed through motivated reasoning? For example, are such beliefs epistemically justified? Are they candidates for knowledge? In liberal democracies, these questions are increasingly controversial as well as politically timely (Beebe et al. 2018; Lynch forthcoming, (...) 2018; Slothuus and de Vreese 2010). And yet, the epistemological significance of motivated reasoning has been almost entirely ignored by those working in mainstream epistemology. We aim to rectify this oversight. Using politically motivated reasoning as a case study, we show how motivated reasoning gives rise to three distinct kinds of skeptical challenges. We conclude by showing how the skeptical import of motivated reasoning has some important ramifications for how we should think about the demands of intellectual humility. (shrink)

Research productivity is an important criterion for the university to assess teachers. Studies about factors that affect teachers’ research productivity are increasing nowadays. It is generally agreed that academics’ research productivity depends on how much mentorship is provided to them and how the current working environment is mediated by their research motivation and self-efficacy. Despite the increasing amount of the literature along this line, we know little about what kinds of situations that Chinese university English as a foreign language (EFL) (...) teachers are in and how they regard the importance of mentorship and what roles their working environments would play in affecting their research productivity. To fill the research gap, we utilized the snowball method to collect the survey data from 546 Chinese EFL tertiary teachers. The results show that mentorship is not correlated with research productivity while the working environment has a positive direct correlation with it. Both motivation and self-efficacy mediate the working environment and research productivity significantly. Specifically, only extrinsic motivation has a negative mediation influence on teachers’ research productivity; teachers’ intrinsic motivation and self-efficacy play a positive mediation role in affecting their research productivity. (shrink)

Although the relationship between stressors and thriving at work has been established, the linkage between them is still in the early stages of theory development. This study proposed a two-path model, based on Lepine’s stressors-performance model, to analyze the effects of the stressors on the thriving at work. Two complementary mediating paths were proposed, i.e., affective strain and motivation, which were explained using affective events theory and expectancy theory, respectively. Based on the empirical data from 233 employees, the (...) results show that challenge stressors could enhance employees’ positive affect and self-efficacy, thus leading to thriving at work; on the contrary, hindrance stressors would result in negative influences. In addition, it is also found that the effect of affective path tend to be greater than that of motivation path, which could provide a practical guide for organizations to effectively apply stress management and to promote employees thriving at work. (shrink)

ExcerptIn light of the 2008 global financial crisis and its underlying causes, a reassessment of our global market system seems to be afoot, at least in some quarters. If neoliberalism (too much market) yields the Great Recession, if socialist planned markets (not enough market) produce the failed economies of the former Soviet bloc, and if social-market combinations (too much centralization of the market) progress toward the high-cost, centralized programs and slow growth of Western Europe, what are better options? One line (...) of questioning asks, can the dynamism and inventiveness of the market be harnessed not only for corporate and individual…. (shrink)

This study aims to examine how service employees’ perceptions of corporate social responsibility affect their creativity at work and its mediated link through compassion at work and their intrinsic motivation. Working with a sample of 250 hotel employees in South Korea, structural equation modeling is employed to test research hypotheses. The results of this research suggest that employees’ perceptions of CSR are positively related to employee creativity. Second, compassion at work mediated the positive relationship between employees’ perceptions (...) of CSR and creativity. Third, employees’ intrinsic motivation also mediated the positive relationship between employees’ perceptions of CSR and employee creativity. Finally, the relationship between employees’ perceptions of CSR and employee creativity is sequentially and fully mediated by compassion at work and their intrinsic motivation. The theoretical and managerial implications of the results and limitations of the study are discussed, and future research directions are suggested. (shrink)

One of the most important elements of Hegel’s philosophical anthropology is his moral psychology. In particular, his understanding of the relation between motivations and reason plays a crucial intermediate role in connecting his anthropological meditations on the complete nature of the human being with his political theory of actualized freedom. Whereas recent important work on Hegel’s moral psychology has detected a Kantian distinction between natural desires and the rational perspective, the activity of practical reason actually takes place within motivations (...) themselves on Hegel’s view. The exercise of the free, rational will is best understood in terms of its role in shaping the experience of malleable, indeterminate motivations. Rather than stepping back, the free agent on Hegel’s account delves further into the motivation, acting on it in the dual sense of being guided by and transforming it. This is what it means for Hegel to conceive of agency as self-expression while maintaining the centrality of reason for Free Will. Hegel says that when we go further into the motivations in this way, we should stop speaking of motivation in terms of drives and instead begin speaking of character. (shrink)

The present account, based on introspective comments, deals with motivation and hedonic tone as subjective factors which affect continuous work at high speeds. Actual introspective reports are given. The earlier papers in the series described the experimental procedure and presented objective data.

Drawing on the cognitive evaluation theory, we proposed a homologous multilevel model to explore how ethical leadership influenced employees’ innovative work behavior through the mediation of intrinsic motivation at both group and individual level. With questionnaires rated by 302 employees from 34 work units of two companies in the mainland of China, we conducted multilevel analysis to examine our hypotheses. The results showed that individual innovative work behavior was positively related to both individual perception of ethical leadership (...) and group ethical leadership, while individual intrinsic motivation mediated the two relationships. Moreover, group intrinsic motivation mediated the relationship between group ethical leadership and innovative work behavior. The theoretical and practical implications were further discussed. (shrink)

The title I first chose for my remarks was “The Socialization of the Hedonic Impulse,” but I concluded that I had better indicate my real objective rather than the process of getting to it.

Way-finding (WF) is the ability to move around efficiently and find the way from a starting point to a destination. It is a component of spatial navigation, a coordinate and goal-directed movement of one’s self through the environment. In the present study, the relationship between WF tasks (route tracing and shortcut finding) and individual factors were explored with the hypothesis that WF tasks would be predicted by different types of cognitive, affective, motivational variables and personality factors. A group of 116 (...) university students (88 F.) was conducted along a route in a virtual environment and then asked first to trace the same route again, and then to find a shortcut between the start and end points. Several instruments assessing visuospatial working memory, mental rotation ability, self-efficacy, spatial anxiety, positive attitude to exploring, and personality traits were administered. The results showed that a latent spatial ability factor (measured with the visuospatial working memory and mental rotations tests) - controlled for gender - predicted route-tracing performance, while self-report measures of anxiety, efficacy, and pleasure in exploring, and some personality traits were more likely to predict shortcut-finding performance. We concluded that both personality and cognitive abilities affect WF performance, but differently, depending on the requirements of the task. (shrink)

Researchers have explored important questions about employees’ prosocial motivation to impact others through their work and about employees’ engagement in corporate social responsibility (CSR) initiatives. Studies show that job seekers are attracted to CSR-engaged employers, but little is known about whether and why prospective employees are attracted by job roles that allow them to have positive social impact. We used prosocial motivation theory to develop hypotheses about processes through which a greater desire for social impact in work is (...) associated with being predisposed to it (due to trait-like prosocial motivation), being exposed to the possibility of it (through CSR-related educational choices), and both in partially mediated sequence. Analyses of data from 187 prospective employees provided support for most hypotheses. Our findings inform new directions for research on CSR and recruitment, the CSR education literature, and recruitment practices that leverage prospective employees’ desire for social impact through performing their regular work. (shrink)

We present a new theoretical construct labeled motivational readiness. It is defined as the inclination, whether or not ultimately implemented, to satisfy a desire. A general model of readiness is described which builds on the work of prior theories, including animal learning models and personality approaches, and which aims to integrate a variety of research findings across different domains of motivational research. Components of this model include the Want state, and the Expectancy of being able to satisfy that Want. (...) We maintain that the Want concept is the critical ingredient in motivational readiness: without it, readiness cannot exist. In contrast, some motivational readiness can exist without Expectancy. We also discuss the role of incentive in motivational readiness. Incentive is presently conceived of in terms of a Match between a Want and a Perceived Situational Affordance. Whereas in classic models incentive was portrayed as a first order determinant of motivational readiness, here we describe it as a second order factor which affects readiness by influencing Want, Expectancy, or both. The new model’s relation to its theoretical predecessors, and its implications for future research, also are discussed. (shrink)