The relationship between online gaming motivation, self-concept clarity and tendency toward problematic gaming

The aim of this study was to explore the relationship between online gaming motivation, self-concept clarity and problematic online gaming. More specifically, the study investigated the mediating role of gaming motives between self-concept clarity and problematic online gaming. Data from 509 young adult (M = 23.14, SD = 4.66) video game players from Croatia were analyzed. Problematic online gaming was positively correlated with social, competition, coping, fantasy and escape motives for playing online video games, and negatively with self-concept clarity. Hierarchical regression analyses revealed that escape motives and self-concept clarity were significant predictors of problematic online gaming after controlling for age and weekly gaming time. The results of the mediation model showed that self-concept clarity was both directly and indirectly (via escape motive) associated with problematic online gaming. The discussion addresses the issue of escapism in relation to self-concept clarity and as a factor in predicting problematic online gaming.

Validation of the Job-Hopping Motives Scale

Job-hopping is the practice of making frequent voluntary job changes. Integrating theory and research from career and organizational turnover research, two distinct motives for job-hopping were proposed. The escape motive describes frequently changing jobs to escape disliked work environments, whereas the advancement motive describes frequently changing jobs as a means of career advancement. A self-report measure of job-hopping motives was developed and validated using responses from 221 students and 1,528 adults. Factor analysis showed that the motives are distinct but moderately related. The escape motive was associated with negative reactivity (impulsivity, negative affect) and script-based turnover decisions. The advancement motive was associated with positive proactivity (persistence, growth need strength), and protean, boundaryless, and kaleidoscope career theory components. Both motives were associated with organizational withdrawal, quick turnover decisions, and increased turnover. Job-hopping motives predicted historic job change rate over and above demographic, career, and organizational turnover variables.