The influence of sensitivity to reward on reactivity to alcohol-related cues

Aims. To investigate the role of sensitivity to reward in mediating social drinkers' reactivity to alcohol cues. Design. A standard cue-reactivity paradigm was employed. Two groups of social drinkers (heavy and ight) were assessed after exposure to the sight, smell and taste of a neutral cue (water) and then an alcohol cue (glass of beer). Setting. Sessions were conducted in a laboratory based environment. Participants. Twenty heavy (12 males, eight females) and 18 light social drinkers (seven males, 11 females) were recruited; mean age was 23.6 years. Measurements. The Card Arranging Reward Responsivity Objective Test (CARROT), assessing behavioural responsiveness to a monetary incentive; urge to drink; positive affect; and the BAS scales, assessing sensitivity to reward. Findings. Heavy drinkers displayed a significant increase in responsivity to rewards (i.e. CARROT) and self-reported urge to drink, bur not positive affect, after exposure to alcohol. For the heavy drinkers, heightened sensitivity to reward (i.e. BAS scales) was significantly related to cue-elicited urge to drink and positive affect. Conclusion. The results are consistent with a conditioned appetitive motivational model of alcohol use and suggest that Gray's theory of personality may be of some benefit in explaining variation in reactivity responses.

Cue reward salience predicts craving in response to alcohol cues

Many studies have shown that regular drinkers react to alcohol-related stimuli (i.e., cue reactivity) with a variety of appetitive responses, in particular, increased urge to drink. Recent research has focused on accounting for variability in responses to alcohol-related stimuli by examining drinking histories and personality. The aim of the current study was to extend this line of work by investigating the role of reinforcement expectancies (‘cue reward salience’) in alcohol cue reactivity research. In this study, ‘cue reward salience’ refers to the notion that appetitive responses will only ensue if the individual finds the stimulus to be equal to or more rewarding than initial expectations. Sixty-one regular drinkers completed a standard cue reactivity assessment whereby reactions (i.e., urge to drink and affect) to the sight, smell and taste of alcohol are measured and compared to a control condition. Results indicated significant increases in positive urge to drink but no changes in affect. Analyses revealed that drinking level and trait reward sensitivity were significant predictors of the urge to drink response. In addition, ‘cue reward salience’ accounted for significant additional variance in predicting urge to drink alcohol. Discussion focuses on the importance of measuring reinforcement expectancies when conducting cue reactivity studies.

Re-considering Type A personality as a risk factor for angina: interactions with perceived effort-reward imbalance at work

This study investigates the role of Type A personality in the effort-reward imbalance (ERI) model (n=899 operational police). Moderated multiple regression analyses, including tests for curvilinear effects, revealed that the model significantly predicted self-reported angina. Two interactions between Type A subscales and the effort-reward imbalance variables were significant. The findings support recent arguments that the pathogenic component of Type A is hostility, and suggest that both overt and covert hostility can have differential effects on employee perceptions of effort-reward imbalance.

Disordered eating and drinking behaviours : the role of sensitivity to reward and punishment

Examines whether the personality traits of sensitivity to reward and punishment as defined by Jeffrey Gray contributed to the prediction of disordered eating and hazardous alcohol use. Studies were conducted in both subclinical and clinical populations. Heightened sensitivity to reward contributed to the prediction of hazardous alcohol use and heightened sensitivity to punishment contributed to the prediction of disordered eating in women. Women with comorbid bulimia and alcohol dependence were more behaviourally sensitive to reward than normal controls.

Clarifying the Effort-Reward Imbalance Model : the role of personality

The thesis aimed to identify the sources of stress experienced by a sample of Australian police officers. It was guided by the Effort-Reward Imbalance Model, augmented with Type A personality components. The findings support the research model and suggest that interventions to reduce stress should focus on reward and recognition.

Personality and the effort-reward imbalance model of stress : individual differences in reward sensitivity

The Effort-Reward Imbalance (ERI) model comprises both situational components (i.e. effort and reward) and a person-specific component (overcommitment). The aims of this study were to investigate the role of theoretically and historically linked personality variables (i.e. overcommitment and Type A personality) within the ERI model and to expand and extend the ERI model by investigating the contribution of individual reward components to both psychological (i.e. psychological distress) and attitudinal (i.e. affective commitment) employee strain indicators. A total of 897 police officers from a large Australian police agency participated in the study. The results provided no evidence of an interaction effect of effort or reward with overcommitment. The Type A variables did, however, make significant contributions and were involved in a number of interactions, suggesting that the person-specific component of the ERI model could be extended with the Type A personality profile. The findings also suggest that the esteem component of reward has the greatest relevance to employee outcomes, although tangible aspects of reward are more likely to act as a buffer of perceived work demand.

Clarifying the effort-reward imbalance model : the role of personality

The thesis aimed to identify the sources of stress experienced by a sample of Australian police officers. It was guided by the Effort-Reward Imbalance model, augmented with Type A personality components. The findings support the research model and suggest that interventions to reduce stress should focus on reward and recognition.

How does contingent reward affect enterprise resource planning continuance intention? The role of contingent reward transactional leadership

During the past decade, an increased focus on charismatic and transformational leadership has led to a diminished recognition of the importance of transactional leadership behaviours for successful information systems. We say that this is important because recent studies have shown that transactional leadership, in the form of contingent reward behaviour, can have substantial effects on employee attitudes, perceptions and behaviour. Therefore, in this study we discuss how contingent reward transactional leadership behaviour influences enterprise resource planning (ERP) users’ continuance intention by proposing a research model that explains how contingent reward has a positive effect on ERP users’ satisfaction and perceived usefulness which leads to ERP continuance intention. We further argue that distributive justice mediates this relationship. This study calls for managers to pay attention to the importance of contingent reward leadership behaviour in continuous intention of ERP.

Developing customer-focused public sector rewards schemes : evidence from the Botswana government's performance based reward system (PBRS)

Purpose – Governmental agencies are interested in improving the quality of their service delivery. One tool that has been used to manage their performance is performance based reward schemes (PBRS). The aim of this paper is to examine the degree to which a sample of these plans, used within the Botswana public sector, is customer-focused. Being more customer-focused should deliver improved public sector service quality.

Design/methodology/approach – This study carried out an evaluation of a sample of Botswana PBRS plans, using multidimensional content analysis undertaken by four expert “evaluators”, to identify the degree to which the PBRS were customer-focused.

Findings – Classifying PBRS plans as being customer-focused was difficult, as the plans had few objectives related to customer experiences or outcomes. Those that did had poorly defined performance objectives, their targets were not specific, or there was limited explicit role responsibility. Thus, PBRS plans seemed not to focus on improving customer outcomes.

Research limitations/implications – The PBRS evaluated do not appear to be customer-focused and, thus, would have limited ability to improve customer experiences (i.e. public sector quality). Further research is needed in other countries to see whether these results are generalisable, and whether service levels vary with more customer-focused PBRS plans.

Practical implications – The results suggest improvements that could be adopted by organisations seeking to make their PBRS schemes customer-focused.

Originality/value – Extensive research suggests that PBRS plans can be used to improve service quality. Most of the studies have focused on the employees' perspectives and have not looked at the degree of customer orientation within the plans.