Saturation of subjective reward magnitude as a function of current and pulse frequency.

In 6 rats with electrodes in the medial forebrain bundle, the upper portion of the function relating the experienced magnitude of the reward to pulse frequency was determined at currents ranging from 100 to 1,000 μA. The pulse frequency required to produce an asymptotic level of reward was inversely proportional to current except at the lowest currents and highest pulse frequencies. At a given current, the subjective reward magnitude functions decelerated to an asymptote over an interval in which the pulse frequency doubled or tripled. The asymptotic level of reward was approximately constant for currents between 200 and 1,000 μA but declined substantially at currents at or below 100 μA and pulse frequencies at or above 250 to 400 pulses per second. Results are consistent with the hypothesis that the magnitude of the experienced reward depends only on the number of action potentials generated by the train of pulses in the bundle of reward-relevant axons. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Motivation Parameters for Engineering Managers Using Maslow's Theory

This paper emphasizes total self-development of the individual for improved motivation and organization management. It builds on Maslow's hierarchy of needs theory to examine motivational levels for four levels of engineering staff at a public construction agency. The researchers studied these engineering groups qualitatively through interviews and quantitatively using a questionnaire. Using a holistic approach, this study focused on 15 parameters from Maslow's five essential needs—the physical, safety, social, esteem, and self-actualization levels. Considerable emphasis was placed on the development of Maslow's principle of “self-actualization.” This difficult-to-grasp concept, as Maslow reported, is a prerequisite for enlightened management. The researchers analyzed engineers' perceptions regarding the fulfillment of need parameters and measured their perception of the importance of those parameters. Among specific findings were that junior project engineers had higher scores on self-actualization than senior engineers. Findings showed that changes are desirable for satisfying meaningfulness of tasks, increasing self-sufficiency in doing the job, and improving individuality and sense of mission of employees. The application of the findings based on Maslow's model directly benefits the agency studied and other organizations in development programs. It also helps in increasing morale.     

Self-stimulating rats combine subjective reward magnitude and subjective reward rate multiplicatively.

For rats that bar pressed for intracranial electrical stimulation in a 2-lever matching paradigm with concurrent variable interval schedules of reward, the authors found that the time allocation ratio is based on a multiplicative combination of the ratio of subjective reward magnitudes and the ratio of the rates of reward. Multiplicative combining was observed in a range covering approximately 2 orders of magnitude in the ratio of the rates of reward (from about 1:10 to 10:1) and an order of magnitude change in the size of rewards. After determining the relation between the pulse frequency of stimulation and subjective reward magnitude, the authors were able to predict from knowledge of the subjective magnitudes of the rewards and the obtained relative rates of reward the subject's time allocation ratio over a range in which it varied by more than 3 orders of magnitude. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age differences in motivation related to Maslow's need hierarchy.

Changes in motivation related to age differences and their relationship to A. Maslow's (1943–1971) hierarchy of needs were investigated with 111 Ss 9–80 yrs old, divided into 5 age groups (children, adolescents, young adults, middle-aged adults, old adults). Using the Life Motivation Scale, Ss ranked statements representing Maslow's 5 needs on 11 life components. ANOVAs (Age?×?Sex) yielded significant developmental differences for 4 needs but gave only limited support to Maslow's theory as a developmental model. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Characteristics of basolateral amygdala neuronal firing on a spatial memory task involving differential reward.

Previous research has shown that spatial, movement, and reward information is integrated within the ventral striatum (VS). The present study examined the possible contribution of the basolateral nuclei of the amygdala (BLA) to this interaction by examining behavioral correlates of BLA neurons while rats performed multiple memory trials on an 8-arm radial maze. Alternate arms consistently held 1 of 2 different amounts of reward. Recorded cells were correlated with motion, auditory input, space, and reward acquisition. Reward-related units were found that anticipated reward encounter, that responded during reward consumption, and that differentiated between high and low reward magnitude. This is consistent with the hypothesis that BLA neurons may provide the VS with reward-related information that could then be integrated with spatial information to ultimately affect goal-directed behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of the nucleus accumbens core in impulsive choice, timing, and reward processing.

The present series of experiments aimed to pinpoint the source of nucleus accumbens core (AcbC) effects on delay discounting. Rats were trained with an impulsive choice procedure between an adjusting smaller sooner reward and a fixed larger later reward. The AcbC-lesioned rats produced appropriate choice behavior when the reward magnitude was equal. An increase in reward magnitude resulted in a failure to increase preference for the larger later reward in the AcbC-lesioned rats, whereas a decrease in the larger later reward duration resulted in normal alterations in choice behavior in AcbC-lesioned rats. Subsequent experiments with a peak timing (Experiments 2 and 3) and a behavioral contrast (Experiment 4) indicated that the AcbC-lesioned rats suffered from decreased incentive motivation during changes in reward magnitude (Experiments 2 and 4) and when expected rewards were omitted (Experiments 2 and 3), but displayed intact anticipatory timing of reward delays (Experiments 2 and 3). The results indicate that the nucleus accumbens core is critical for determining the incentive value of rewards, but does not participate in the timing of reward delays. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Dysregulation of the behavioral activation system in remitted bipolar I disorder.

The current study tests a prediction of the behavioral activation system (BAS) dysregulation theory of bipolar disorder, namely that following high levels of reward or frustration, individuals with bipolar disorder will take longer than will healthy controls to recover to baseline levels of BAS activity. Eighty individuals (40 with bipolar I disorder, currently euthymic; 40 with no history of affective disorder) completed a daily diary over a 28 day period. No differences were found between the 2 groups in terms of the relation among levels of reward or frustration experienced, magnitude of initial response, or time taken to recover. However, examination of the relation between number of previous episodes and time to recover revealed that history of mania was associated with prolonged activation following reward, whereas history of both mania and depression were associated with prolonged recovery following frustration. The findings do not support an association between lifetime diagnosis of bipolar disorder and slow recovery of BAS activity. Nevertheless, they offer tentative support for an association between number of previous episodes and slow recovery of BAS activity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age of first appearance of simultaneous and successive negative contrast in infant rats.

Simultaneous (SimNC) and successive (SNC) negative contrast, 2 paradoxical effects that are related to shifts in reward magnitude, were studied in 148 rat pups. In Exps I and II, 11-, 14-, and 17-day-old Ss were able to discriminate between the large (milk suckling) and small (dry suckling) reward odor cues as measured by attachment latencies, but only the 14- and 17-day-olds showed SimNC. At none of the 3 ages was a discrimination formed to the differential odor cues in the alley in terms of runway speeds. In Exp III, Ss were placed directly on the dam's ventrum to facilitate attachment. As in the earlier experiment, the 11-day-olds discriminated between the odors signaling the 2 reward conditions but did not show the SimNC effect. In Exp IV, SNC was shown at 17 days but not at 14 days in the attachment latency measure and at neither age in the run measure. These 4 experiments extend earlier findings that the paradoxical effects that emerge out of intermittent schedules of reward magnitude occur earlier than those associated with single abrupt shifts in reward magnitude. (31 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Individual and group reward allocation decisions in two situational contexts: Effects of relative need and performance.

Assessed the effects of relative need and performance information on individual and group reward allocation decisions in 2 situational contexts. 320 male undergraduates, as individuals or in 4-person groups, were asked to divide a reward between either 2 workers who had performed a given task (work situation) or 2 students who had qualified for a particular scholarship. Performance and need information (high vs low levels) about each target person were presented. Performance and need information affected allocation decisions differently in the 2 situations. Individual decisions were affected by the need information to a greater degree than were group decisions, but only in the work situation. A social decision scheme analysis of the group decision process showed that the individual/group difference found for the work situation could be accounted for by the plurality/majority decision rule used by groups. Results are discussed in relation to reward allocation and group decision making in general. (27 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of differential rewarding and sex on math performance.

In an attempt to merge the reinforcement and competition approaches and test the relative efficacy of reward structures, 2 levels of differential group rewarding were paired with 3 levels of differential rewarding within groups to form 6 reward structure treatments. 144 college students worked on math problems under the reward structures for a series of performance–pay trials, receiving performance feedback after each trial. The math performance of females was consistent with the differential rewarding hypotheses, whereas that of males was consistent with an alternative spontaneous competition hypothesis. Suggestions for reducing the sex gap in math performance are made based on the findings. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model.

We conducted a meta-analysis to determine the relation between satisfaction–turnover correlations across studies and unemployment rates at the time those studies were conducted. On the basis of theoretical work by Muchinsky and Morrow (1980), we hypothesized that low relations would be found in studies conducted during times of high unemployment and limited employment opportunity, and high relations would be found in studies conducted during times of low unemployment and expanded opportunity. Results supported the hypothesis; correlations were found that ranged from –.18 to –.52 between unemployment rates and the magnitude of satisfaction–turnover relations across studies. A similar analysis was conducted for the relation between intention to quit and turnover. The correlations between the intention–turnover relation and unemployment were similar in magnitude to the corresponding satisfaction correlations, indicating that the behavioral-intention–turnover relation is also moderated by economic alternatives. Severe methodological problems with a similar study, which indicated the opposite results (Shikiar & Freudenberg, 1982), are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of reciprocal peer tutoring on mathematics and school adjustment: A component analysis.

Examined the relative impact of structured peer tutoring and group reward components of the reciprocal peer-tutoring intervention on the mathematics performance of elementary school students at high risk for academic failure. 64 students were selected randomly from a pool of 80 4th- and 5th-grade students. Students were assigned randomly to 4 conditions: structure plus reward; reward only; structure only; and no structure, no reward. Findings indicate that students who received both components showed the highest levels of accurate math computations. Analyses of collateral measures revealed that students in the group-reward conditions received higher classroom conduct reports than students in the nonreward conditions. Students in the structured conditions reported higher levels of scholastic competency and self-control than did students in the nonstructured conditions. Data were reported on treatment integrity and teacher and student satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subjective reward magnitude of medial forebrain stimulation as a function of train duration and pulse frequency.

The growth of the subjective reward magnitude of medial forebrain bundle stimulation in the rat (Sprague-Dawley) as a function of train duration and pulse frequency was measured in 2 ways: (1) a titration method, which used differences in rate of reward on 2 levers to compensate for differences in the magnitude of the rewards; and (2) a direct method, in which the ratio of the reward magnitudes at the 2 levers was assumed to be given by the ratio of times spent on each lever. The results of the 2 methods agree. Reward magnitude grows as approximately a power function of train duration up to train durations of about 1 sec, then declines somewhat over the interval from 2–20 sec. The exponent of growth varies from 0.4 to 2.3. With stronger stimulation (higher pulse frequency), peak reward magnitude is bigger, but the saturating train duration is approximately the same. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Five studies testing two new egoistic alternatives to the empathy-altruism hypothesis.

The empathy-altruism hypothesis claims that prosocial motivation associated with feeling empathy for a person in need is directed toward the ultimate goal of benefiting that person, not toward some subtle form of self-benefit. We explored two new egoistic alternatives to this hypothesis. The empathy-specific reward hypothesis proposes that the prosocial motivation associated with empathy is directed toward the goal of obtaining social or self-rewards (i.e., praise, honor, and pride). The empathy-specific punishment hypothesis proposes that this motivation is directed toward the goal of avoiding social or self-punishment (i.e., censure, guilt, and shame). Study 1 provided an initial test of the empathy-specific reward hypothesis. Studies 2 through 4 used three procedures to test the empathy-specific punishment hypothesis. In Study 5, a Stroop procedure was used to assess the role of reward-relevant, punishment-relevant, and victim-relevant cognitions in mediating the empathy-helping relationship. Results of these five studies did not support either the empathy-specific reward or the empathy-specific punishment hypothesis. Instead, results of each supported the empathy-altruism hypothesis. Evidence that empathic emotion evokes altruistic motivation continues to mount. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Motivation in managerial levels: Relationship of need satisfaction to job performance.

Compared the need satisfaction of 87 1st line supervisors with 123 top and middle managers and related need satisfaction to job performance. A questionnaire was used to collect the data from managers in a steel mill. Findings support the E. Lawler and L. Porter (see pa, vol. 42:3043) model relating need satisfaction to performance, but only partially support the hypothesis that satisfaction of higher order needs is more closely related to performance of top managers than of lower managerial personnel. (16 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Behavior of the turtle (Chrysemys picta picta) in simultaneous, successive, and behavioral contrast situations.

4 experiments on reward and learning in a total of 99 painted turtles yielded the following patterns of results: negative simultaneous contrast, positive behavioral contrast, a positive relation between magnitude of reward and resistance to extinction, and a gradual decrement in performance as a function of abrupt reduction in magnitude of reward, but no suggestion of negative successive contrast. This pattern is the same as that of analogous experiments with fish and quite different from that of analogous experiments with rats. Its bearing on the interrelatins among the various contrast phenomena and on the problem of phyletic differences in learning is discussed. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological well-being and job satisfaction as predictors of job performance.

The happy–productive worker hypothesis has most often been examined in organizational research by correlating job satisfaction to performance. Recent research has expanded this to include measures of psychological well-being. However, to date, no field research has provided a comparative test of the relative contribution of job satisfaction and psychological well-being as predictors of employee performance. The authors report 2 field studies that, taken together, provide an opportunity to simultaneously examine the relative contribution of psychological well-being and job satisfaction to job performance. In Study 1, psychological well-being, but not job satisfaction, was predictive of job performance for 47 human services workers. These findings were replicated in Study 2 for 37 juvenile probation officers. These findings are discussed in terms of research on the happy–productive worker hypothesis. (PsycINFO Database Record (c) 2010 APA, all rights reserved)