“…The arguments that cognitions and affect play direct and primary roles in motivating learning and behavior are not new (e.g., see Tennyson & Jorczak, 2008, for a discussion of the interactive cognitive complexity learning model). In particular, scholars across disciplines have theorized and found empirical support for the idea that unpleasant feelings can motivate people to act in ways that they think will minimize such feelings or avoid the negative consequences associated with inaction (e.g., see Baumeister, Vohs, DeWall, & Zhang, 2007;Beer, Heerey, Keltner, Scabini, & Knight, 2003;Schwartz & Clore, 1988;Slovic & Peters, 2006;Sweeny & Shepperd, 2007;Warren & Smith-Crowe, 2008). However, while we would expect the unpleasant feelings and thoughts in relation to ominous hazards to be especially at the forefront of workers' subjective experiences in highly engaging training, we do not expect such thoughts and reactions to necessarily divert attentional resources away from knowledge acquisition.…”