This study investigated the role of passion and achievement goals in making self-oriented and team-oriented decisions. Based on the Dualistic Model of Passion, it was hypothesized that in the context of collective sports, harmonious passion should lead to the adoption of mostly mastery goals, which in turn should lead to a more team-oriented decision-making. Conversely, obsessive passion should be related to the adoption of all three types of goals but mostly to performance-approach and performance-avoidance goals, which in turn should lead to a more self-oriented decision process. A total of 253 basketball players completed measures of passion and achievement goals in sport. They then were exposed to basketball scenarios and indicated their likelihood to act in a self-oriented or team-oriented manner. Results from structural equation modeling supported the hypotheses and lead to several implications for future research.
Basketball , Team Sports , Emotions , Achievement , Probability
This study aimed to test the role of passion in the cognitive goals pursued in sport and the level of Optimal Functioning in Society (OFIS) derived from such sport engagement. A total of 184 competitive water polo and synchronized swimming athletes completed a questionnaire assessing their passion for their sport, achievement goals, and various scales assessing their level of OFIS (e.g., subjective well-being, relationship with their coach, sport performance, and intentions to continue in sport). It was hypothesized that harmonious passion (HP) would be positively associated with mastery goals while obsessive passion (OP) would be positively associated with mastery, performance-approach, and performance-avoidance goals. In turn, mastery goals were expected to positively lead to the four components of OFIS, whereas performance-approach and performance-avoidance goals should display less adaptive relationships with OFIS. The results of a path analysis generally supported the proposed model. As hypothesized, these findings suggest that HP leads to a more adaptive cognitive engagement in sport (than OP) that, in turn, fosters higher levels of optimal functioning.
Goals , Sports , Achievement , Athletes , Emotions , Humans , Motivation
It has been theoretically proposed that employees' perceptions of their supervisor social power in the organization entail a potential to influence their beliefs, attitudes, and behaviors. However, no study has investigated such potential. This lack of research stems from the absence of a common understanding around the meaning of perceived supervisor social power (PSSP) and the absence of any validated measure. Therefore, the purpose of this article is to establish PSSP definition and to validate a five-item scale to measure this construct. Three studies encompassing four independent samples of employees from three different countries and three different languages (i.e., France, cross-sectional [Study 1, Sample 1], Canada, cross-sectional [Study 1, Sample 2: French Canada; Study 2: English Canada], Romania, two-wave data collection [Study 3]) were conducted to assess the validity of PSSP. Results showed that responses to the PSSP scale presented excellent psychometric properties (i.e., factor validity, reliability, and convergent and discriminant validity). Furthermore, the structure of the proposed five-item measure of PSSP was found to be invariant across four samples. Finally, PSSP nomological validity (i.e., integration into a nomological network) was assessed. Study 1 and Study 2 showed that PSSP was positively related to affective organizational commitment. All three studies showed that PSSP acted as a positive moderator of the relation between affective commitment to the supervisor and affective organizational commitment. Together, these studies support the psychometric soundness of the PSSP scale and presented the first evidence of its potential to influence followers. Implications of these findings for future research on supervisor social power are discussed.
