How Mindset Matters

Abstract

Abstract. Individuals vary in their mindsets – their implicit beliefs regarding the malleability of human attributes. Because mindset influences responses to achievement situations, we hypothesize that employees with a more incremental mindset (i.e., believing that human attributes can be changed through effort and hard work) will have higher job performance and better relationships with their manager. We found that employees with a more incremental mindset have higher job performance. Also, when their manager has a strong learning goal orientation, employees with a more incremental mindset have a higher quality relationship with their manager, which, in turn, positively relates to their job performance.

Grit and Growth Mindset Contribution to School Counseling Services

“…Compared with Mullen and Crowe's (2018) study results, the school counselors' grit levels were moderately high. School counselor participants had a higher average mindset score than previous studies in the work setting (Zingoni & Corey, 2017). Possibly, other variables would add to the prediction.…”

“…School counselors' unitary mindset belief favored a growth mindset, although there was not a significant predictive relationship between mindset and school counselors' PSD. On average, participants were found to have a growth mindset, which tends to view challenges as opportunities and value learning (Zingoni & Corey, 2017). The role of individuals with a growth mindset in the workplace facilitates employees' learning (Thadani et al, 2015), work engagement (Caniëls et al, 2018;Keating & Heslin, 2015), and success in the work environment (Heslin et al, 2005;Zingoni & Corey, 2017).…”

“…On average, participants were found to have a growth mindset, which tends to view challenges as opportunities and value learning (Zingoni & Corey, 2017). The role of individuals with a growth mindset in the workplace facilitates employees' learning (Thadani et al, 2015), work engagement (Caniëls et al, 2018;Keating & Heslin, 2015), and success in the work environment (Heslin et al, 2005;Zingoni & Corey, 2017). Relevant literature has found that a growth mindset is essential in developing grit (Aditomo, 2015;Duckworth & Eskreis-Winkler, 2013;Larkin-Wong, 2015;Polirstok, 2017).…”

“…When school counselors perform more activities in PSD, they have a more fully implemented comprehensive school counseling program with better student outcomes (Dimmitt & Wilkerson, 2012;Mullen & Lambie, 2016). These results may be due to school counselors' perseverance related to their grit and growth mindset, which has shown to be critical motivators to overcome challenges in other settings (Eskreis-Winkler et al, 2014;Robertson-Kraft & Duckworth, 2014;Zingoni & Corey, 2017). Further exploration of additional psychosocial factors and a larger sample may be necessary to understand other characteristics that contribute to school counselors' implementation of PSD in CSCP aligned with the ASCA model.…”

PILAR: A Model of Collaboration to Encapsulate Social Psychology

“…When a member suggests change, inherent is the implication that colleagues will also be able to rise to the challenge to enact the change, requiring the member to exhibit a growth mindset. For example, Pygmalion leadership is effective because a leader uses a growth mindset to kindle faith in their subordinates (Whiteley, Sy, & Johnson, 2012; Zingoni & Corey, 2017), which changes their personal identity (liked → Respect). The opposing approach assumes that others cannot adapt to change, for instance, a medical professional's hesitation to deliver a poor prognosis (Larson & Yao, 2005; Mack et al, 2007; Miyaji, 1993).…”