Multidimensional Apportionment Through Discrepancy Theory

2021 ◽  
Author(s):  
Javier Cembrano ◽  
José Correa ◽  
Victor Verdugo
Keyword(s):  
Discrepancy Theory

Self-discrepancy theory as a transdiagnostic framework: A meta-analysis of self-discrepancy and psychopathology.

2019 ◽  
Vol 145 (4) ◽  
pp. 372-389 ◽  
Author(s):  
Tyler B. Mason ◽  
Kathryn E. Smith ◽  
Allison Engwall ◽  
Alisson Lass ◽  
Michael Mead ◽  
...  
Keyword(s):  
Meta Analysis ◽  
Discrepancy Theory ◽  
Self Discrepancy

A discrepancy theory of the relationship between communication and job satisfaction

1988 ◽  
Vol 5 (1) ◽  
pp. 36-43 ◽  
Author(s):  
Wesley C. King ◽  
James M. Lahiff ◽  
John D. Hatfield
Keyword(s):  
Job Satisfaction ◽  
Discrepancy Theory ◽  
The Relationship

Self-Discrepancy and Regulatory Focus

2021 ◽  
Author(s):  
E. Tory Higgins ◽  
Emily Nakkawita
Keyword(s):  
Regulatory Focus ◽  
Emotional Experience ◽  
Self Concept ◽  
Regulatory Focus Theory ◽  
Discrepancy Theory ◽  
Regulatory Systems ◽  
Promotion System ◽  
Fundamental Needs ◽  
Self Discrepancy ◽  
Focus Theory

Self-discrepancy theory and regulatory focus theory are two related motivational theories. Self-discrepancy theory describes the associations between self and affect, positing that the relations among different sets of self-concepts influence a person’s emotional experience. A discrepancy between a person’s ideal self-guide (e.g., hopes and aspirations) and his or her actual self-concept produces dejection-related emotions (e.g., sadness), whereas a discrepancy between a person’s ought self-guide (e.g., duties and obligations) and his or her actual self-concept produces agitation-related emotions (e.g., anxiety). The intensity of these emotional experiences depends upon the magnitude and accessibility of the associated discrepancy. Regulatory focus theory builds on self-discrepancy theory, positing that distinct self-regulatory systems are reflected in the two types of self-guides proposed in self-discrepancy theory. The promotion system is motivated by ideal end-states, by pursuing hopes and aspirations; as a result, it is primarily concerned with the presence or absence of positive outcomes—with gains and non-gains. Given this focus on gains and non-gains, the promotion system is motivated by fundamental needs for nurturance and growth. In contrast, the prevention system is motivated by ought end-states, by fulfilling duties and obligations; as a result, it is primarily concerned with the presence or absence of negative outcomes—with losses and non-losses. Given this focus on losses and non-losses, the prevention system is motivated by fundamental needs for safety and security. The promotion and prevention systems predict a range of important variables relating to cognition, performance, and decision-making.

Self, Career, and Gender Issues

2013 ◽  
pp. 79-111
Keyword(s):  
Psychological Contract ◽  
Self Efficacy ◽  
Gender Role Conflict ◽  
Gender Issues ◽  
Self Esteem ◽  
The Self ◽  
Discrepancy Theory ◽  
And Gender ◽  
Self Discrepancy

This chapter aims to: demonstrate the role of individual differences; identify how issues of the self, such as self-efficacy and self-esteem, can influence women’s career choice and career outcomes; discuss self-discrepancy theory in relation to gender role conflict in the workplace; evaluate if high self-esteem and self-efficacy can be advantageous to women working in male dominated occupations and industries; describe how internalised self-view, may contribute to gendered occupational segregation; and discuss the concept of the psychological contract and job satisfaction.

Limit distributions in metric discrepancy theory

2012 ◽  
Vol 169 (3-4) ◽  
pp. 253-265 ◽  
Author(s):  
Christoph Aistleitner ◽  
István Berkes
Keyword(s):  
Discrepancy Theory ◽  
Limit Distributions
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