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The flow experience refers to a state characterized by complete involvement in a task. According to flow theory, the flow state is preceded by three antecedents, skill-task match, goals, and feedback. These antecedents lead to a flow state, which is exemplified by six components, merging of action and awareness, centering of attention, loss of self-consciousness, temporal distortion, sense of control, and autotelic nature. In a flow state, individuals persist on a task without regard or awareness of themselves or their surroundings. Currently, flow is a two-stage model in which the three antecedents lead to a flow state. Flow theory is severely limited as no mediating processes have been specified between flow antecedents and the flow state. The missing mediating processes in flow theory do not allow for empirically examining testable a priori predictions. Further, failure to specify a mediator brings into question the current flow antecedents and components. The aim of this study was to recast flow theory within a self-regulation framework to ameliorate these issues. I borrow from the self-regulation literature and propose that “feeling right” mediates the relationship between flow antecedents and components. Feeling right is a positive cognitive experience that arises from successful regulatory fit. I further posit that the antecedents of flow are the antecedents of feeling right, motivational orientation and goal pursuit strategies. Finally, I propose that the flow state only be characterized by four components, merging of action and awareness, centering of attention, loss of self-consciousness, and temporal distortion. Thus, in my revised model of flow, alignment between motivational orientation and goal pursuit will lead to feeling right, which will then lead to a flow state, characterized by the four aforementioned components. A secondary goal of this study was to examine the relationship between flow and task performance. I hypothesized that individuals in a state of regulatory fit would experience flow, operationalized by intense concentration, time distortion, and loss of self-consciousness. I further hypothesized that flow would mediate the relationship between regulatory fit and performance and that type of fit would influence performance quality or quantity. I utilized an experiment design to test this revised flow model in the context of a computer game. A path model was conducted to test these predictions. Results revealed that individuals in a state of regulatory fit exhibited greater time distortion and loss of self-consciousness. However, flow did not mediate the relationship between fit and performance. Based on these results, flow can successfully be applied to a self-regulatory framework. There is initial evidence that motivational orientation and goal pursuit, i.e., regulatory fit, are causal antecedents to a flow state. There was stronger evidence for the relationship between regulatory fit and flow when behavioral flow indicators were used. Future research should focus on identifying behavioral flow indicators and continue to explore the flow construct within a self-regulatory framework. / Ph. D. / Flow is a subjective experience that is characterized by deep immersion in the present moment. Flow theory was initially conceptualized to explain intrinsically motivated behavior, and since it’s conception in the 1960s, it has been applied to various domains, such as work, sports, and leisure activities. In this study, I critiqued flow theory and proposed a revised model of flow that applies self-regulation principles to help ameliorate the current issues regarding flow. The revised model was tested in the context of a computer game. Results revealed that in this context, regulatory fit is a causal precursor to flow. Further, flow did not lead to better task performance.

Job seekers and employers frequently make application and selection decisions based on how well they believe there is a ‘fit’ with the organization and job. The personenvironment fit literature has strongly supported this practice demonstrating that fit is an antecedent to attraction, selection, and attrition. What has been lacking, however, is evidence that once individuals enter the organization their fit relates to performance. Using a social network analytical lens, I develop a framework that integrates PE fit and social networks to explore antecedents to employee performance. Using this framework, I explore how informal workplace relationships may act as catalysts through which fit either enhances or detracts from individual performance, how fit might directly influence performance once the social context is taken into account, and how fit might make an individual an attractive exchange partner benefiting performance. Results suggest that PE fit is related to individual performance (both in- and extra-role) but that this relationship differs depending on how well embedded the employee is in the informal social networks of the organization. It is only when accounting for the ‘who you know’ element of organizational life that we can see how ‘who you are’ relates to performance.

In this study, a comparison was made between the various levels of group cognitive complexity and its relationship to task performance and task satisfaction. The goal of this research is to answer the general question, "Should decision-making groups consist of individuals who are similar in the way they differentiate and/or integrate various stimuli in order to increase performance and satisfaction?" The preceding research problem was analyzed in a laboratory setting using a 2 X 2 factorial design blocked on the variable, cognitive complexity. The Repertory Grid was used to measure the cognitive complexity of 228 student subjects. These subjects were stratified into groups of three based on their cognitive complexity score on the Repertory Grid (Kelly, 1955). Each group was treated randomly with one of two levels of task complexity (complex or not complex). Moreover, the groups received an imposedgroup structure that incorporated centralized or decentralized decision-making. Results indicated that groups consisting of cognitively complex members outperformed groups consisting of noncomplex members. No support was obtained for the two-way interaction between group cognitive complexity and either task complexity or group structure. Support was obtained for the interaction between task complexity and group structure on both task satisfaction measures. The highest satisfaction levels occurred with a complex task in a decentralized structure. In addition, the three-way interaction effect on the task satisfaction scale between group structure, task complexity, and group cognitive complexity was significant. The means, however, were not in the predicted direction. For cognitively simple groups, a complex task with a decentralized structure lead to the highest task satisfaction level; whereas, a less complex task with a decentralized group structure lead to the lowest task satisfaction score for noncomplex members. There were no significant differences for cognitively complex groups when analyzing the three-way interaction between group cognitive complexity, task complexity, and group structure.

Few studies in the sporting realm have been conducted to verify the findings from industrial or organizational settings regarding the strong positive motivational effects of goal setting (Locke et al., 1981). Therefore, the purpose of the present investigation was to determine the effects of three levels of goal difficulty and two levels of feedback on the performance of males undertaking an endurance task. Performance results were analyzed using a 2 x 3 x 2 (feedback x goal difficulty x trials) ANOVA with repeated measures on the last factor. Results indicated a significant goal by trials interaction with both specific difficult goal groups improving from trial one to trial two. The "do best" group showed no significant improvements. It was also found that only the difficult, but not the extremely difficult goal group performed significantly better than the "do best" goal group. No significant differences were found between the two feedback groups. The results are discussed in terms of Locke's (1968) original theory of goal setting.

Contextualização: Os testes de sensibilidade tátil da mão existentes não permitem considerar diferentes receptores, detectar variações na faixa de normalidade ou caracterizar o processo de desenvolvimento e envelhecimento. Objetivo: Elaborar um conjunto de atividades-testes para avaliar sensibilidade tátil da mão que forneça escore e tempo de execução das tarefas, com rotina de aplicação e coleta de dados detalhada em manual. Método: Para elaboração do teste foi realizada revisão da literatura e reuniões de grupo para criação de atividades-testes, seleção de materiais e elaboração do manual. Teste e manual foram submetidos à avaliação de 30 pareceristas, em 3 fases, cada uma com 10 examinadores. Resultado: O Teste de sensibilidade tátil da mão, denominado THPH (do inglês, test of haptic perception of hand) desenvolvido tem por objetivo graduar a sensibilidade tátil manual, considerando diferentes domínios sensoriais: depressão, elevação, textura, densidade, barognosia e reconhecimento de formas planas, tridimensionais de pequena e grande elevação. Cada atividade-teste possui um material específico. O escore pode variar de 0 a 57, sendo 0 a pior nota. Na primeira etapa foram sugeridas 12 modificações e aceitas 9 delas. As estruturas de teste de depressão, elevação, barognosia e reconhecimento de formas foram consideradas adequadas. Na segunda etapa foram sugeridas 3 modificações e aceita uma. As estruturas do teste de depressão foram modificadas novamente. Na terceira etapa foram dadas sugestões de continuidade do estudo. Conclusão: O processo metodológico escolhido permitiu a elaboração de um manual descritivo de atividades-testes específicas para avaliar seis diferentes domínios da sensibilidade tátil a partir da organização de grupo de trabalho e direcionamento fornecido por 30 pareceristas / Background: The tests of tactile sensitivity of hand do not allow considering different receptors, to detect variations in the range of normality or characterize the process of development and aging. Objective: To develop a set of activities-tests to assess tactile sensitivity of the hand to provide score and runtime, routine of application and collection of data. Method: It was performed a literature review, group meetings for test creation and materials testing and preparation of the manual. Test and its manual were submitted to 30 reviewers in 3 stages, each one with 10 examiners. Result: The Test of Haptic Perception of Hand (THPH) developed aims to graduate tactile sensitivity of hand according to the different sensory domains: depression, elevation, texture, density, weight perception and shape recognition, each one with the respective material. The score may range from 0 to 57, with 0 being the worst rating. In the first stage with participation of 10 examiners it was suggested 12 changes, of which 9 were accepted. The structures of the test domain depression, elevation, and shape recognition barognosis were considered adequate. In the second stage the structures of the depression were changed again. In the third step suggestions were given to continuity of the study. Conclusion: The chosen methodological process allowed the preparation of a manual illustrative and specific material to evaluate six different domains of tactile manual with the group organization and direction provided by 30 examiners in three phases

Esse trabalho visa estudar a influência da vibração no desempenho de tarefas de pilotos de aeronaves. Para o seu desenvolvimento, foi montada uma bancada usando um assento de aeronave para avaliar a transmissibilidade da vibração vertical para os pilotos e verificar se níveis elevados de aceleração, como no caso de falha da turbina, podem prejudicar sua habilidade em desempenhar tarefas de leitura, escrita e digitação. Todos os experimentos foram realizados com sucesso, comprovando grande parte dos estudos anteriores sobre o assunto. Ainda são apresentadas comparações relacionando os mesmos níveis de aceleração usados no teste de transmissibilidade, com as normas ISO 2631-1 e ANSI S3.18 para avaliação da exposição humana à vibração de corpo inteiro, que são as mais apropriadas para a correlação com o mundo aeronáutico. / This work aims to study the influence of vibration in aircraft pilots task performance. For the study development, it was assembled a rig test using an aircraft pilot seat, in order to evaluate the transmissibility of vertical vibration to the pilots and to verify if high acceleration levels, as in the case of engine failure, are of significance to the pilots ability in performing tasks such as reading, writing and typing. All the experiments were accomplished successfully, confirming most of early studies about the subject. Comparisons are also presented, relating the same acceleration levels used in the transmissibility test with ISO 2631-1 and ANSI S3.18 standards for evaluation of human exposure to whole-body vibration which are the most appropriated for correlation with the aeronautical world.

This thesis is based around five studies examining the psychology of interpersonal communication applied to organizational settings. The studies are designed to examine the question of how the way that people in positions of power in organizations communicate with subordinates, affects various measures of health, well-being and productivity. It is impossible to study modern organisational communication without recognising the importance of electronic communication. The use of e-mail and other forms of text messaging is now ubiquitous in all areas of communication. The studies in this thesis include the use of e-mail as a medium of communication and examine some of the potential effects of electronic versus face-to-face and verbal communication. The findings of the studies support the basic hypothesis that: it is not what is said that matters but how it is said. The results showed that an unsupportive, formal, authoritarian style of verbal or written communication is likely to have a negative effect on health, well-being and productivity compared with a supportive, informal and egalitarian style. There are also indications that the effects of damaging communications may not be confined to the initial recipient of the message. Organizational communication does not take place in a vacuum. Any negative consequences are likely to be transmitted by the recipient, either back to the sender or on to other colleagues with implications for the wider organisational climate. These findings are based on communications that would not necessarily be immediately recognised as obviously offensive or bullying, or even uncivil. The effects of these relatively mild but unsupportive communications may have implications for the selection and training of managers. In the final section of the thesis there is a discussion of how examples of various electronically recorded messages might be used as training material.