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Campus Citizenship Behavior: A Motivational Analysis for Change

Campus Citizenship Behavior: A Motivational Analysis for Change. Debbie DeLong, PhD Chatham University Mary W hitney, PhD (antic.) Chatham University. Motivation . All intentional behavior is a function of motivation.

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Campus Citizenship Behavior: A Motivational Analysis for Change

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  1. Campus Citizenship Behavior: A Motivational Analysis for Change Debbie DeLong, PhD Chatham University Mary Whitney, PhD (antic.) Chatham University

  2. Motivation • All intentional behavior is a function of motivation. • Motivational process theories seek to explain how behavior is energized, directed and sustained. • In its simplest form: • But …is it ever this simple?

  3. Motivation • All intentional behavior is a function of motivation. • Motivational process theories seek to explain how behavior is energized, directed and sustained. • In its simplest form: • But …is it ever this simple? ? ?

  4. Intervening Factors • Classic theories of motivation such as Expectancy Theory, Equity theory and Psychological Empowerment explain the connections, or lack thereof, between attitudes, intentions and behavior.

  5. Study Objectives & Methodology • What beliefs, perceptions and values significantly predict environmentally responsible (ER) attitudes and behaviors on campus? • Do these influences differ by campus population? • Methodology: • Online and paper surveys of attitudes, values and behaviors pertaining to environmental responsibility. • Random samples of undergrads (N=58), grads (N=25), faculty (N=59), and staff (N=66). • All questions use a 1-7 scale (1=low amount, 7= high amount).

  6. Finding #1 Campus populations have significantly different levels of self-reported ER concerns and behaviors.

  7. Finding #2 Campus populations have significantly different perceptions of their own versus Chatham’s ER performance.

  8. Finding #3 AGE matters! Younger vs. Older individuals have significantly different levels of self-reported ER concerns and behaviors.

  9. Finding #4 REWARD VALANCE matters! Orientation toward intrinsic vs. extrinsic rewards has significantly different levels of self-reported ER concerns and behaviors.

  10. Overall Findings Self-Efficacy, Instrumentality, Empowerment and Equity perceptions explain the gap between ER concerns and behaviors to a different extent by population and reward valance. ER Concern ER Behavior

  11. References Expectancy Theory • Vroom, V.H. Work and Motivation. New York: Wiley, 1964. • Bandura, A. "Self Efficacy: Toward a Unifying Theory of  Behavioral Change." Psychological Review 84 (1977), pp.191-215. • Lawler, E.E. &  J.L. Suttle. "Expectancy Theory and Job Behavior." Organizational Behavior and Human Performance 9 (1973), pp. 482-503. Extrinsic vs. Intrinsic Motivation • Deci, E.L., & R.M. Ryan. "The What and Why of Goal Pursuits: Human Needs and Self Determination of Behavior." Psychological Inquiry  11 (2000), pp.227-68.  Equity Theory • Adams, J.S. "Inequity in Social Exchange." In Advances in Experimental Social Psychology, Vol.2, ed. E. Berkowitz. New York: Academic Press, 1965, pp.267-99.  Psychological Empowerment • Thomas, K.W., & B.A. Velthouse. "Cognitive Elements of Empowerment: An 'Interpretive' Model of Intrinsic Task Motivation." Academy of Management Review 15 (1990), pp.666-81. 

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