Motivation und Emotion

Brandstätter, Veronika; Schüler, Julia; Puca, Rosa Maria; Lozo, Ljubica

doi:10.1007/978-3-642-30150-6

Cited by 45 publications

(16 citation statements)

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“…Psychology and criminology have a long history in research on motivation. In general, psychological insights support differentiation between power motivation, achievement motivation, and motivation through the pursuit of social acceptance [17]. All types of motivations are widespread and can be found in every human being.…”

Section: B Achievement Affiliation and Power Motives In Cyber Attacksmentioning

confidence: 99%

Motivation-based Attacker Modelling for Cyber Risk Management: A Quantitative Content: Analysis and a Natural Experiment

Kaiser

Wiens

Schultmann

2021

JISCR

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Cyber-attacks have a tremendous impact on worldwide economic performance. Hence, it is vitally important to implement effective risk management for different cyber-attacks, which calls for profound attacker models. However, cyber risk modelling based on attacker models seems to be restricted to overly simplified models. This hinders the understanding of cyber risks and represents a heavy burden for efficient cyber risk management. This work aims to forward scientific research in this field by employing a multi-method approach based on a quantitative content analysis of scientific literature and a natural experiment. Our work gives evidence for the oversimplified modelling of attacker motivational patterns. The quantitative content analysis gives evidence for a broad and established misunderstanding of attackers as being illicitly malicious. The results of the natural experiment substantiate the findings of the content analysis. We thereby contribute to the improvement of attacker modelling, which can be considered a necessary prerequisite for effective cyber risk management.

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Section: B Achievement Affiliation and Power Motives In Cyber Attacksmentioning

confidence: 99%

Motivation-based Attacker Modelling for Cyber Risk Management: A Quantitative Content: Analysis and a Natural Experiment

Kaiser

Wiens

Schultmann

2021

JISCR

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“…Explicit motives include people's self-concepts about their goals, values, personality attributes, and affective preferences (Schönbrodt and Gerstenberg, 2012). As opposed to implicit motives, explicit motives can be verbalized and can therefore be assessed with questionnaires (Brandstätter et al, 2013). Although this seems convenient at first glance, the question of which motives should actually be assessed inevitably arises, given that the number of explicit motives is basically endless.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Like explicit motives in general, the fundamental motives are activated by cues in the environment (Brandstätter et al, 2013). Therefore, the outcomes of any motives do not exclusively depend on the strength of the motive itself, but rather on the fit between what people desire and what the environment offers them.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Actually Getting Some Satisfaction on the Job: Need–Supply Fit of Fundamental Motives at Work

2020

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The fit between employees' needs and the opportunity to satisfy them in the workplace is an important predictor of job satisfaction. To make full use of this concept in career development, a fine-grained assessment of needs is necessary to allow for a straightforward interpretation. Fundamental motives provide a theoretically meaningful, self-contained framework of 16 fine-grained explicit motives, including, for instance, Social Acceptance, Curiosity, and Autonomy. Based on a series of response surface analyses in a German online sample of 723 working people, we examined the impact on job satisfaction of three different combinations of fundamental motives and their supply: exact congruence, an excess in the supply, and a shortage in the supply. For an excess in the supply, the results suggest that job satisfaction was highest for Social Acceptance, Status, Autonomy, Sex, and Retention. For a congruence of high motive levels and high supply levels, the levels of job satisfaction were highest for Curiosity, Idealism, and Social Participation. Concerning a shortage in the supply, low levels of job satisfaction were observed for Social Acceptance, Status, Sex, Retention, Curiosity, and Idealism. The results can be useful in coaching and career developments to provide information about potential sources of low job satisfaction and provide guidance to clients on how to enhance their job satisfaction.

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“…The affiliation motive is linked to the need to establish and maintain social relationships (e.g., McClelland, 1987; Murray, 1938) and thus closely related to networking. The incentive that is the basis of the need for affiliation is the positive feeling of being socially involved (Brandstätter, Schüler, Puca, & Lozo, 2013).…”

Section: The Moderating Role Of the Affiliation Motivementioning

confidence: 99%

Do All Employees Benefit From Daily Networking? The Moderating Effect of the Affiliation Motive

Volmer

Schulte

Handke

et al. 2019

Journal of Career Development

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Networking is a viable career self-management strategy. Most studies so far in the networking domain have focused on long-term consequences and used a between-person trait approach. To address recent calls for more time-oriented approaches in career research, we extend the existing research by conducting a diary study over five consecutive working days ( N = 59 employees). Specifically, we examined the within-person relationship between networking and career-related outcomes (i.e., task performance and career optimism). Further, adopting a motivational approach, we investigated whether need for affiliation moderates the daily networking career-related outcomes association. Our findings lend support to the moderating role of the need for affiliation in the relationship between daily networking and both daily task performance and daily career optimism. Our study connects motivation research with networking research by means of a dynamic approach that helps to understand the short-term effects of networking.

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Motivation und Emotion

Cited by 45 publications

References 0 publications

Motivation-based Attacker Modelling for Cyber Risk Management: A Quantitative Content: Analysis and a Natural Experiment

Motivation-based Attacker Modelling for Cyber Risk Management: A Quantitative Content: Analysis and a Natural Experiment

Actually Getting Some Satisfaction on the Job: Need–Supply Fit of Fundamental Motives at Work

Do All Employees Benefit From Daily Networking? The Moderating Effect of the Affiliation Motive

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