Research in motivational psychology has long been interested in implicit motives –– affectively charged preferences for classes of stimuli related to power, achievement, and affiliation. However, the existing literature on implicit motives has predominantly focused on variable-centered approaches. This study extended the literature by employing a person-centered approach. Specifically, we utilized Latent Profile Analysis (LPA) on data from the Operant Motives Test (OMT; Kuhl et al. in Diagnostik von motivation und selbstkonzept 129–149, 1999). Our analysis revealed eight distinct implicit motive configurations. Among them, we found configurations we expected: Relaxed Agency, Avoidant-Dependent, Intimacy Seekers, High-Flow, and Stressed Agency. We tested the incremental validity of these configurations beyond dimensional implicit motives for the prediction of interpersonal relationship satisfaction, depressiveness, and self-criticism. The Relaxed Agency and Intimacy Seekers were positively related to interpersonal relationship satisfaction. The Stressed Agency and Avoidant-Dependent were positively related to depressiveness. The Relaxed Agency was negatively related to self-criticism, while Avoidant-Dependent was positively related to it. Our results show that implicit motive configurations contribute to outcomes beyond dimensional implicit motives. We discussed the implications of our findings, including those related to the other discovered configurations.

Research indicates that there are age and gender differences in implicit power, achievement, and affiliation motives, measured through participants’ interpretations of ambiguous pictures. However, past research on these group differences has not considered motivational dynamic effects during implicit motive assessment. These effects involve the idea that prior expressions of an implicit motive reduce the probability of its subsequent expressions throughout the assessment. Furthermore, these dynamic effects may also differ across age and gender. The present study examines (a) age and gender differences in implicit motives by considering the motivational dynamic effects during implicit motive assessment; and (b) age and gender differences in the motivational dynamic effects. We used Dynamic Thurstonian Item Response Theory (DT-IRT; Psychol Rev 121(3), 481–500, 2014) on data from participants (N = 3066) responding to the Operant Motives Test (OMT; University of Osnabruck 1999). Results revealed that older groups showed (a) higher levels of implicit power and achievement motives; and (b) weaker motivational dynamic effects for implicit power and achievement motives. Women compared to men displayed (a) a higher level of implicit affiliation motive; (b) a lower level of implicit power motive; (c) weaker motivational dynamic effects for implicit affiliation motive; and (d) stronger motivational dynamic effects for implicit power and achievement motives. We discussed theoretical implications.

Dishop (2022) identifies the consensus emergence model (CEM) as a useful tool for future research on emergence but argues that autoregressive models with positive autoregressive effects are an important alternative data-generating mechanism that researchers need to rule out.Here, we acknowledge that alternative data-generating mechanisms are possibility for most, if not all, nonexperimental designs and appreciate Dishop's attempts to identify cases where the CEM could provide misleading results.However, in a series of independent simulations, we were unable to replicate two of three key analyses, and the results for the third analysis did not support the earlier conclusions.The discrepancies appear to originate from Dishop's simulation code and what appear to be inconsistent model specifications that neither simulate the models described in the article nor include notable positive autoregressive effects.We contribute to the wider literature by suggesting four key criteria that researchers can apply to evaluate the possibility of alternative data-generating mechanisms: Theory, parameter recovery, fit to real data, and context.Applied to autoregressive effects and emergence data, these criteria reveal that (a) theory in psychology would generally suggest negative instead of positive autoregressive effects for behavior, (b) it is challenging to recover true autoregressive parameters from simulated data, and (c) that real data sets across a number of different contexts show little to no evidence for autoregressive effects.Instead, our analyses suggest that CEM results are congruent with the temporal changes occurring within groups and that autoregressive effects do not lead to spurious CEM results.

This study analyzes the relationship between different components of inhibition (interference control, response inhibition) and pre-academic skills in a sample of 105 5- and 6-year-old German and Austrian kindergarten children. Interference control is a form of cognitive inhibition that fosters focused attention on task-relevant information and the exclusion of task-irrelevant stimuli, while response inhibition refers to the behavioral inhibition of predominant reactions. We hypothesized that interference control would explain more variance in pre-academic skills than response inhibition because of the importance of focused attention for the acquisition of (pre-)academic skills. A structural equation model with two latent factors for the two assumed inhibition components did not fit the data, but a model with a single latent inhibition factor fit well. Inhibition substantially predicted pre-academic skills over and above chronological age. Results indicate that inhibitory processes are domain-general predictors of early academic achievement, but the factorial structure of inhibition in kindergarten age requires further clarification.

Human CYP27A1 is a mitochondrial cytochrome P450, which is principally found in the liver and plays important roles in the biological activation of vitamin D-3 and in the biosynthesis of bile acids. We have applied a systematic analysis of hydrogen bonding patterns in 11 prokaryotic and mammalian CYP crystal structures to construct a homology-based model of CYP27A1. Docking of vitamin D-3 structures into the active site of this model identified potential substrate contact residues in the F-helix, the beta-3 sheet, and the beta-5 sheet. Site-directed mutagenesis and expression in COS-1 cells confirmed that these positions affect enzymatic activity, in some cases shifting metabolism of 1 alpha-hydroxyvitamin D-3 to favor 25- or 27-hydroxylation. The results suggest that conserved hydrophobic residues in the beta-5 hairpin help define the shape of the substrate binding cavity and that this structure interacts with Phe-248 in the F-helix. Mutations directed toward the beta-3a strand suggested a possible heme-binding interaction centered on Asn-403 and a structural role for substrate contact residues Thr-402 and Ser-404.

The field of leadership research has the problem of construct redundancy, both conceptually and empirically. While the importance of integrating the bewildering number of leadership constructs seems to be unquestioned, the current state of science leaves us in the dark as to which common framework is sufficient to capture the essence of leadership behaviors and is theoretically sound. Addressing this challenge, this symposium focuses on research that uses a taxonomic approach to develop a reduced set of leadership behaviors (i.e., the Big X of Leadership). The four papers included in this symposium present new theoretical concepts and empirical evidence offering a clear path forward for mapping the basic ingredients of leadership. Further to this, they also provide novel perspectives which serve to extend previous leadership hyper-taxonomies (e.g., DeRue et al., 2011; Yukl et al., 2002, 2012). We believe this symposium will stimulate the discussion among leadership researchers who are intrigued by the idea of developing a higher-order level of leadership framework and will contribute to future research, as well as the professional standards of leadership development in practice. Re-envisioning a Hierarchy of Leadership Behaviors Using Insights from Personality Trait Literature Author: Marc H. Anderson; Iowa State U. Author: Peter Yih-Tong Sun; U. of Waikato A Big Three Model of Positive Leadership Through Natural Language Processing Author: Hao Zhao; China Europe International Business School (CEIBS) A Value-Lens on Hyper-taxonomy for Leadership: Three Explorative Studies Author: Hannes Leroy; Erasmus Research Institute of Management Mapping Fundamental Psychological Needs to Fundamental Leadership Behaviors: A Latent Growth Model Author: Yaxin Zheng; U. of Exeter Business School Author: Ilke Inceoglu; U. of Exeter Author: Alison Legood; U. of Exeter Business School Author: Anja Van Den Broeck; KU Leuven Author: Josh Howard; Monash U., Australia

Work effort has been a key concept in management theories and research for more than a century. Maintaining and increasing employee effort also is a persistent concern to managers. The goal of the present conceptual and meta-analytic review was to increase clarity and consensus regarding what effort is and how to measure it. First, we reviewed conceptualizations of effort and provided an integrated definition that views effort as a direct outcome of motivation that captures (a) what employees work on, (b) how hard they work, and (c) how long they persist in that work. Second, we identified four main ways researchers have operationalized effort and meta-analytically studied the effects of each operationalization on effort–job performance relationships. For example, measures that assessed multiple dimensions of effort (ρ = .37) tended to relate more strongly to performance than measures that focused on only one dimension (e.g., effort intensity) or on effort more generally (ρ = .18 to .29). Third, we developed and meta-analytically tested a nomological network to gain a better understanding of effort's antecedents (e.g., intrinsic motivation, ρ = .46; performance orientation, ρ = .12) and outcomes (e.g., job performance, ρ = .34; exhaustion, ρ = .04) as well as constructs that appear to overlap with effort (e.g., work engagement, ρ = .48; grit, ρ = .51). Finally, on the basis of our conceptual and meta-analytic reviews, we delineated an agenda for future research on this central, yet often misunderstood, construct.

A complete transition to zero tailpipe emissions vehicles (ZEV) can significantly contribute towards achieving net zero CO2 emissions by 2050, which is essential for keeping the hope of avoiding a dangerous climate change alive. This transition is an enormous task considering the current negligible share of ZEVs in the entire fleet of on-road vehicles. To understand the potential for a zero-emissions transportation future for incumbent automotive original equipment manufacturers (OEM), we investigate their innovation performance in the successful commercialization of their ZEVs. We hypothesize that open innovation will be beneficial for commercializing product-level ZEV inventions. We also hypothesize that complex reconfiguration requirements of the existing innovation ecosystem will hinder ZEV commercialization efforts through inventions in specialized complementary assets for ZEVs. We test our hypotheses using a panel of data of 23 years for listed automotive OEMs in Asia, Europe, and the USA, and the results broadly support our hypotheses.

The hands-on seminar teaches basic and intermediate multilevel techniques used in the social, health, and organizational sciences in an accessible manner. The course relies on the free software R and the modeling packages lme4 and nlme along with help functions and datasets from the multilevel library (Bliese, 2021). Topics include (1) aggregation models and the use of agreement and reliability statistics like the ICC1, ICC2, and rwg, (2) model specification and interpretation of “standard” multilevel models used in organizational research (data centering, random slopes, interaction effects), (3) graphical methods to examine model assumptions, and (4) useful extensions of the standard model to test phenomena such as cross-classified multilevel models and consensus emergence in groups. When purchasing the seminar you will be freely enrolled in an on-demand seminar on multilevel SEM in R by Professor Zyphur, helping you to extend your multilevel learning and offering a substantial value. An official Instats certificate of completion is provided at the conclusion of the seminar. For European PhD students, each seminar offers 2 ECTS Equivalent points.

Purpose Research on effort-reward “imbalance” (ERI) has gained popularity in the occupational health literature, and authors typically use effort-reward ratios (ERRs) to study this phenomenon. This article provides a methodological and theoretical critique of this literature and suggestions on how future research can better study joint effects of efforts and reward. Design/methodology/approach The authors conducted a simulation study, analyzed panel data and surveyed the literature on the theoretical and methodological basis of the “imbalance” concept. Findings The simulation study indicates that under many conditions the ERR captures main effects of effort and reward and that effects also depend on the scaling of the variables. The panel data showed that when main effects and the interactions of effort and reward are entered simultaneously in a regression predicting mental and physical health, the significant effect of the ERRs disappears. The literature review reveals that psychological theories include more elaborate theoretical ideas on joint effects of effort and reward. Research limitations/implications The results suggest that moderated multiple regression analyses are better suited to detect a misfit between effort and reward than ERRs. The authors also suggest to use the term effort-reward fit in future research. Originality/value Methodologically and conceptually the authors showed that the ERR is not an appropriate approach because it confuses main effects with interaction effects. Furthermore, the concept of ERI is better substituted by a broader conceptualization of effort-reward fit that can be integrated with the existing literature on person-environment fit. Recommendations for future research are provided.

The present overview shows the high scientific quality of intelligence research and the respective intelligence tests. It discusses possible misunderstandings and one-sided reception and interpretation of research results. More specifically, we consider (1) the contrast between high predictive and criterion-related validity, on the one hand, and tow acceptance and face validity, on the other hand; (2) the presentation of results in the light of theoretical perspectives; and (3) the relevance of environmental effects and high heritability estimates. We demonstrate that maximum precision of the presentation and reception of research results is necessary for each of these three areas to avoid unbalanced perceptions, misunderstandings, and unilateral exploitation of results. The present contribution also shows that some problems of intelligence research and intelligence tests occur because of such misunderstandings. Against this background, we elaborate the contrast between the high quality of intelligence research and testing, on the one hand, and the misunderstandings and one-sided reception, on the other hand. Further, we address other points of criticism of intelligence research and intelligence tests as well as research desiderata.

Zusammenfassung. Die vorliegende Standortbestimmung zeigt die hohe wissenschaftliche Qualität der Intelligenzforschung und von Intelligenztests. Es werden aber auch mögliche Missverständnisse und Einseitigkeiten der Ergebnisrezeption und -interpretation thematisiert. Im Einzelnen werden (1) die hohe prognostische und kriterienbezogene Validität bei gleichzeitigen Vorbehalten wie teils niedriger Akzeptanz bzw. Augenscheinvalidität, (2) die Darstellung empirischer Befunde aus der Perspektive ausgewählter Theorien sowie (3) die Bedeutung von Umwelteinflüssen und hohen Erblichkeitskoeffizienten eingehender betrachtet. Für jeden dieser Bereiche wird verdeutlicht, dass vor allem Präzision bei der Rezeption und Darstellung von Forschungsergebnissen notwendig ist, um Einseitigkeiten, Missverständnisse und Instrumentalisierungen zu vermeiden. Der vorliegende Beitrag zeigt, dass einiges, was als Problem der Intelligenzforschung und von Intelligenztests kritisiert wird, letztendlich auf die dargestellten Missverständnisse zurückzuführen ist. Vor diesem Hintergrund wird der Unterschied zwischen der qualitativ hochwertigen Intelligenzforschung und Intelligenztestung einerseits sowie den Missverständnissen und Einseitigkeiten bei der Rezeption andererseits herausgearbeitet. Weiterhin werden berechtigte Kritikpunkte an der Intelligenzforschung und an Intelligenztests sowie Forschungsdesiderata benannt.

In this panelist symposium we bring together scale development experts from various disciplines and research interests to discuss critical issues, emerging topics, and future directions in measurement. Each panelist, will present their view of a critical issue. In combination, the panelists’ views critique some aspects of current practice and highlight new directions in measurement development. After the panelists present their comments they will engage in discussion with attendees.

Recently, some scholars voiced out a demand, to give a second chance to the study of individual differences in negotiation performance. The current study aims to do so, whilst building on McClelland’s motives framework, and focusing on the Big Three classes of motives: achievement, affiliation and power. We hypothesized that achievement- and power-motivated individuals would exhibit high negotiation performance, whereas affiliation-motivated individuals would exhibit low negotiation performance. Further, we hypothesized that implicit motives explain additional variance in negotiation performance beyond explicit motives and traits. To test these hypotheses, in study 1, we collected data from 140 individuals (56 females) using self-report measures of negotiation performance. In study 2, we conducted a mixed-motive negotiation experiment with 84 participants (34 females). Results showed that explicit achievement and affiliation, and implicit power motives were positively related negotiation performance. Further, in study 2, we found that implicit achievement motive was positively associated with negotiation performance while explicit achievement motive was negatively related. We, also, found that implicit motives explain extra variance in negotiation performance beyond traits in study 2. We are among the few researchers who showed that motivational perspectives of personality should be taken into consideration when theorizing on antecedents of negotiation performance.

The western part of Europe has played a pivotal role in the early development of modern testing starting with the work of scholars like Alfred Binet, William Stern, and Hugo Münsterberg in the early 1900s. However, most of the experts were driven out of the country by the Nazis and the Wehrmacht psychologists who largely replaced them favored non-psychometric methods. In the more recent history after World War II, there were several successful psychometric testing programs. While the Netherlands have embraced psychometric testing since the 1950s and widely apply it in education, testing and especially psychometric methods have traditionally been less frequently used to make important decisions in Germany, France, and Belgium. A recent trend is the increasing use of testing and assessment for quality control in education especially in the Netherlands and Germany. Another more recent trend is a shift of higher education to a global level which creates a new need to assess foreign applicants for Western European institutions. This chapter focuses on the development of modern testing in the Dutch, German, and French-speaking parts of Europe (France, The Netherlands, Belgium, Luxembourg, Germany, most parts of Switzerland, Austria, and the South Tirol region of Italy).

Leadership traits and behaviors are observed early in human development, and although an improved understanding of youth leadership would usefully inform many real-world contexts (e.g., education, parenting, policy), most empirical work on leadership has been limited to adult populations. The purpose of the current article is to add a developmental perspective to leadership research that has so far been absent. Here, we (a) highlight adolescence as a critical developmental period for leadership emergence and development, (b) argue that leadership among youths is poorly understood and critically understudied, (c) provide exemplars of synergy between research on leadership and adolescent development that are ripe for focused inquiry, and (d) underscore some of the positive consequences of accelerating empirical research on leadership in adolescence, including implications for a deeper understanding of leadership in adult working populations.