Trait motivation and emotion regulation as predictors of anxiety

This thesis demonstrates that high avoidance motivation, low approach motivation, and maladaptive emotion regulation contribute to the prediction of anxiety, within groups at low risk for an anxiety disorder. High avoidance motivation is largely the sole predictor of anxiety for those at high risk for an anxiety disorder.

Motivation-based IS evaluation strategy : a perspective of marketing information systems

The article describes the importance of motivational factors through an analysis of the core TAM constructs in the context of marketing IS evaluation. We argue that our findings compliment current IS evaluation strategy, specially for measuring motivational elements for online IS. The study consequently provides an empirical validation of the importance of motivational and behavioural factors. Through an experimental analysis we evaluated the relative importance of perceived enjoyment with perceived usefulness of using an online website for shopping purposes and found that enjoyment was by far the dominant predictor of attitude towards online shopping. The result illustrates that in terms of IS evaluation online environments have moved from being functional online applications to being functional, engaging and interactive online IS (e.g. websites).

An exploration of the motivation to attend for spectators of the Lexmark Indy 300 champ car event, Gold Coast

The perceptions of spectators (N = 36) at the Lexmark Indy 300 Champ Car event were assessed via qualitative methods to evaluate their internal and external motivations to attend. The characteristics of the majority of attendees who were interviewed for this study were predominantly male, 26–35 years old, from Queensland, and who earned around AUD$50,000–75,000 per annum. The most common reason to attend was the atmosphere that the event created, in particular, the entertainment options. Other reasons included watching the race, the location, living nearby, attending with friends or family and interacting and socializing with other people who also attend. The findings revealed that participants attended to escape every day life, or that they were a ‘true fan’ of the motorsport. The findings of the study have implications for sport marketers who wish to communicate to those individuals in more targeted approaches for a more efficient and effective impact.

Process in skill acquisition : motivation, interruptions, memory, affective states, and metacognition

Models of skill acquisition, such as Ackerman's (1988) theory of skill acquisition, largely ignore the experiences and dynamic internal processes of a person while learning a skill (e.g., how they feel, what strategies they are using, the role of the external environment). Riding and Powell (1993) suggested that the information-processing model (a common conceptualisation of learning and thinking) is an inadequate model to explain the complexities of human brain functions. These models are largely holistic, and do not provide detail about the qualitative aspects of a person's learning experience. This paper attempts to highlight the importance of a dynamic description of skill acquisition and to “unpack” the skill acquisition stages, with a focus given to process rather than performance or outcome. Learning more about what is going on “inside people's heads” whilst learning a skill, and what feelings or affective states are present, can inform both skill acquisition theory and various practical issues, such as why some training programs fail and some succeed. The role of emotions, motivation, environment, and other factors; the concepts of skill and ability; and various theories of skill acquisition are discussed. This highlights missing elements in the typical cognitive experimental focus. The concept of process itself is explored, with a focus on learning in general. Process-oriented factors such as motivation, memory, interruptions, emotion, and metacognition are investigated in relation to skilled performance. Areas for future research and some practical implications for training are outlined.

Motivation, readiness to change, and weight loss following adjustable gastric band surgery

High levels of readiness to change (RTC) are considered critical to the long-term success of weight management programs including bariatric surgery. However, there are no data to support this assertion. We hypothesize that RTC level will not influence weight outcomes following surgery. In 227 consecutive patients undergoing adjustable gastric banding surgery, we recorded reasons for seeking surgery, and RTC measured with the University of Rhode Island Change Assessment. Scores were blinded until study completion. The primary outcome measure was percentage of excess BMI loss at 2 years (%EBMIL-2); others included compliance and surgical complications. Of 227 subjects, 204 (90%) had weight measurement at 2 years. There was no significant correlation between RTC score and %EBMIL-2 (r = 0.047, P = 0.5). Using the median split for RTC score the lowest 102 subjects mean %EBMIL-2 was 52.9 ± 26.9% and the highest 52.2 ± 28.3%, P = 0.869. There was no weight loss difference between highest and lowest quartiles, or a nonlinear relationship between weight loss and RTC score. There was no significant relationship between RCT score and compliance, or likelihood of complications. Those motivated by appearance were more likely to be younger women who lost more weight at 2 years. Poor attendance at follow-up visits was associated with less weight loss, especially in men. Measures of RTC did not predict weight loss, compliance, or surgical complications. Caution is advised when using assessments of RTC to predict outcomes of bariatric surgery.

The influence of organisational commitment, job involvement and utility perceptions on trainees’ motivation to improve work through learning

Workplace training is a key strategy often used by organisations to optimise performance. Further, trainee motivation is a key determinant of the degree to which the material learned in a training programme will be transferred to the workplace, enhancing the performance of the trainee. This study investigates the relationship between several components of the Revised Human Resource Development (HRD) Evaluation and Research Model. This model provides a framework for diagnosing and understanding the causal influences of HRD intervention outcomes on training effectiveness. Data were obtained from an online questionnaire completed by 105 employees of various organisations. Findings revealed that affective organisational commitment, job involvement and utility perceptions are predictors of motivation to learn and transfer learning. An interaction effect was found, with increased affective organisational commitment predicting greater motivation to learn when training was of lower perceived utility. These findings suggest that the design and delivery of training should emphasise the relevance and utility of the programme in order to encourage greater trainee motivation and maximise return on investment. Additionally, implementing strategies aimed at promoting organisational commitment would appear beneficial.