Enabling Delay of Gratification Behavior in Those Not So Predisposed: The Moderating Role of Social Support

Abstract

The presence of delay of gratification (DG) in childhood is correlated with success later in a person's life. Is there any way of helping adults with a low level of DG to obtain similar success? The present research examines how social support helps those low in DG nonetheless to act similarly to those high in DG. This research includes both correlational studies and experiments that manipulate social support as well as both field studies and a laboratory study. The results show that with high social support, employees (Study 1) and university students (Study 2) low in DG report vocational and academic DG behavioral intentions, respectively, similar to those high in DG. Study 3 found that participants low in DG who were primed with high social support expressed job-choice DG similar to those high in the DG. Study 4 controlled for mood and self-image and found that participants low in DG who were primed with high social support expressed more money-choice DG than those high in the DG. Study 5 showed that social support moderated the relationship between DG and actual DG behaviors. These findings provide evidence for a moderating role of social support in the expression of DG behavior.

When pursuing more career, success hits home and job: examining the cost of vocational delay of gratification

“…In addition to these two possible adverse effects, we are also interested in whether ego depletion caused by VDG could influence the next day's workplace outcomes. Previous studies have found that some activities at home can help recover from ego depletion, such as sleep and social support (Baumeister et al, 2000;Liu et al, 2016). However, in our research, we propose that when employees return home from ego-depleting work, perceived work-family conflict will prevent them from getting sufficient rest and recovering depleted resources.…”

“…Unlike the trait of DG measured by the classical marshmallow experiment (Mischel, 1974), VDG behavior is a type of more transient self-control behavior at a given moment that relies on the level of self-regulatory resource. For example, when social support, long regarded as a coping resource (Seeman et al, 1996), is provided, all employees can display more VDG Detrimental effects of VDG behavior, whether or not they have the DG trait (Liu et al, 2016). Therefore, in our study, we regard VDG as a state of self-control that requires effortful inhibition and, as a result, leads to a state of ego depletion wherein people are unable to exert self-control in the next task.…”

“…Engaging in acts requiring self-regulation depletes this pool, leaving people less able to self-regulate until the resources are recovered (Baumeister et al, 1998;Baumeister et al, 2000). We believe that VDG at work, as a self-control behavior relying on the level of self-regulatory resource (Liu et al, 2016), will leave employees few resources to deal with family affairs. Thus, it is crucial to understand how employees' DG in the workplace may lead to more intense work-family conflict at home through accumulated ego depletion.…”

Delay of Gratification in Predicting Job Performance in New Employees: A Time-Varying Process and the Moderating Role of Perceived Informational Justice

“…Although a lot of research has proved the positive and important role of DG on children's later academic performance (e.g., Duckworth & Seligman, 2005;Shoda, Mischel, & Peake, 1990), these findings cannot be generalised to the workplace. Employees' achievement is influenced not only by DG but also by many external situations, such as social support (Liu, Wang, & Liao, 2016). Some research has found that when people know others will supervise or pay for their behavioural outcomes, even though they themselves are less motivated to overcome difficulties, they tend to conform and choose to pursue long-term benefit (Fishbach & Trope, 2005).…”

“…Employees' achievement is influenced not only by DG but also by many external situations, such as social support (Liu, Wang, & Liao, 2016). Some research has found that when people know others will supervise or pay for their behavioural outcomes, even though they themselves are less motivated to overcome difficulties, they tend to conform and choose to pursue long-term benefit (Fishbach & Trope, 2005).…”